Jenna N. Filipkowski, Ph.D. is the Head of Research at the Human Capital Institute (HCI) and she lives to make work better for everyone. With her research, Jenna is responsible for providing rigorous, insightful analysis, and actionable reporting that helps business and human resources decision-makers drive results.
Previously, she spent several years as a talent assessment consultant and research scientist Chally Group, a GrowthPlay company. She received her M.S. and Ph.D. in Industrial-Organizational Psychology from Wright State University and her B.S. degree from Ursinus College.
Because of her passions for improving people’s experience in the workplace and helping others find meaning and purpose from work, Jenna has trained at an International Coach Federation (ICF) Accredited Coach Training Program at the University of Texas, Dallas. Her business, Movement Leadership Coaching LLC, helps leaders find intention and possibility.
Over the past five years at HCI, she has authored over 40 research papers on a variety of talent management topics such as coaching, leadership development, talent acquisition, and employee engagement. She has presented her work at numerous professional conferences, magazines, and academic publications. Jenna is a member of the American Psychological Association and the Society for Industrial/Organizational Psychology. Jenna lives in Cincinnati, Ohio with her husband, son, and two dogs.
Upcoming Conference Sessions Featuring Jenna N. Filipkowski, Ph.D.
Content Featuring Jenna N. Filipkowski, Ph.D.
Is it becoming more difficult for your organization to attract employees with the skills necessary to drive growth? Does it take more time to recruit talent and more training resources to build a workforce that meets the needs of the business? A growing number of organizations are working to meet the demand for new skills through a combination of private initiatives and public partnerships. Join us for this webcast to learn how organizations are meeting these challenges and explore strategies and solutions for Bridging the Skills Gap with Public and Private Partnerships.
Explore the current state of strategic workforce planning and trends in its development over the course of the last few years, while learning more about the most common and most underutilized steps in the strategic workforce planning process.
Learn more about the 3 P’s of onboarding you can’t overlook, how to design onboarding programs with specific goals and success measurements, and how to delegate tasks cross functionally to ease burdens on the manager and smaller teams.
Explore the current and desired knowledge, skills, and abilities within the HR Function, how human capital professionals are developing themselves for future roles, and what organizational barriers hinder the HR Function from doing its best work.
Discover how to improve the performance of working groups by being intentional about team member composition, strengthening team leader skills and abilities, and offering development around interpersonal and task effectiveness.
Mindful organizations promote awareness and responsiveness to employee stressors as part of their approach to talent management. By staying mindful of employee work-life experiences, these organizations are better able to craft cost-sensitive, ...Read more
To better understand the outcomes of Design Thinking approaches when applied to the challenges of talent acquisition, we conducted a survey of over 300 HR and recruiting professionals. Join us as we reveal the results of this new research study and take your questions about Design Thinking. All registrants will receive a copy of the research report.
Candidate-engaged recruitment starts with a comprehensive process. Using design thinking, pioneered by firms like IDEO, Apple, and AirBnb, you can successfully build an end-to-end recruiting process around the candidate. This keynote presentation ...Read more
Examine how employers are designing, implementing, and measuring the success of their employee referral programs and uncover some of the right incentives that can motivate and encourage your best to refer the brightest.
Discover the areas of impact that L&D leaders must consider for their profession, top areas for improvement and upskilling within L&D, and implications for the operating model of the L&D function.