Sayeedul Islam - Farmingdale State College. Farmingdale, NY, US

Sayeedul Islam Sayeedul Islam

Assistant Professor of Industrial Organizational Psychology | Farmingdale State College

Farmingdale, NY, US

Dr. Islam has served in management, consultant and research roles in a variety of organizations.

Biography

Dr. Sy Islam has more than 10 years of experience in a variety of corporate, academic, and applied settings. He has served in management, consultant and research roles in a variety of organizations.

He is a co-founder and a principal consultant with Talent Metrics. In his role at Talent Metrics, he collaborates with organizations through consulting engagements in his areas of expertise (training and development, selection, survey design, performance management, and team building). He is a passionate advocate for the fields of Industrial Organizational Psychology and training. He has served as the president of the Long Island Chapter of the Association for Talent Development.

Areas of Expertise (10)

Industrial Organizational Psychology Organizational Behavior Education/Learning Corporate Training Human Resources Employee Engagement Data Analytics Big Data Text and Data Mining Leadership

Industry Expertise (4)

Education/Learning Human Resources Talent Management Training and Development

Education (4)

Hofstra University: PhD, Applied Organizational Psychology 2012

Fairleigh Dickinson University: MA, Industrial/Organizational Psychology 2008

Fairleigh Dickinson University: MBA, Human Resources Management 2008

Rutgers University: BA, Economics 2002

Social

Affiliations (8)

  • Society for Industrial-Organizational Psychologists
  • Metropolitan New York Association of Applied Psychology
  • Eastern Psychological Association
  • Association for Psychological Science
  • Association for Talent Development Long Island Chapter
  • lobal Organization for Humanitarian Work Psychology
  • Global Organization for Humanitarian Work Psychology
  • Society for the Teaching of Psychology

Languages (1)

  • English

Media Appearances (5)

Revealing Questions

Financial Advisor IQ  online

Having a clear sense of the position you’re interviewing for is the most important step in designing solid interview questions, says Sy Islam, an assistant professor of industrial organizational psychology at Farmingdale State College in Farmingdale, N.Y. Whether you’re looking for additional administrative help or bringing a junior advisor into your firm, make sure you have a concrete sense of the tasks, skills and knowledge your ideal candidate will possess. If a junior advisor won’t be discussing high-level investment strategy with clients then don’t waste interview time asking potential hires to analyze investments.

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The State of Sales KPIs

level eleven  online

Sy Islam is the first interview in this podcast.

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4 Important Things Most Small Businesses Forget When Training Employees

insureon  online

When your business is construction or manufacturing, thinking about employee safety is usually top of mind. But according to Dr. Sy Islam (@IOSyIslam), an assistant professor of industrial organizational psychology at Farmingdale State College (@FarmingdaleSC) and a consultant with Talent Metrics, that may not be the case for office workers.

“Safety training that is considered unessential is easier to forget because it doesn't affect the core business,” says Dr. Islam.

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26 Experts Share Their Top Tips for Developing a Winning Knowledge Management Strategy

Docurated.com  online

“My number 1 tip with regards to knowledge management strategy is…”

To make sure that your knowledge management strategy matches your business objectives. Often, training and/or HR departments seem to function independently of the business needs of the organization. A knowledge management strategy must align with the business goals of the company. That means that the knowledge you decide to keep will be retained and beneficial to the organization, whereas unnecessary trainings will be removed and/or modified over time.

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Reinvent and Expand?

Blog Talk Radio  online

You can't have a great organization without great people and the bid to hire great people is more competitive than ever. "An explosion of social networking, assessment and Big Data tools has transformed the recruiting marketplace:. The whitepaper read. "The way we source and recruit today is radically different than what we did only five years ago." Let's talk about it with Dr. Sy Islam.

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Event Appearances (7)

Employee Engagement at Sleepy’s: A Case Study

People Analytics Conference  Toronto, Canada

Poked, Linked, or Liked: Could Social Media Keep You Out of Graduate School?

Colloquium Presentation  Farmingdale State College, Farmingdale, NY

Integrated Talent Management

Human Resources East End Circle  Calverton, NY

A qualitative model for patient behavioral decisions and satisfaction in the urgent care industry

Association for Psychological Science  New York, NY

Wikipedia: Classroom Friend or Foe?

Farmingdale State College Teaching of Psychology Conference  Tarrytown, NY

Making Learning Stick!

Association for Talent Development  Long Island, NY

Use of feedback and qualitative data in working with clients to assess their needs.

External Consulting Community of Practice  Valencia College Winter Park, FL

2017-01-27

Sample Talks (5)

Integrated Talent Management

This is a session used to describe how to integrate HR/Talent Systems across an organization.

Developing a Talent Management Strategy

Every organization requires talent, but not every organization knows how to develop a strategy based around its talent. During this interactive 30-minute discussion I review how to design a talent management strategy for the current challenges of your organization and how to prepare your organization for the future.

Introduction to IO Psychology

A general introduction about the principles and history of IO psychology.

How to use People Analytics for your business

An introductory session about how to get started on using people analytics (i.e. HR data) to improve the performance of your business.

Using games and gamification in your training

As gamification becomes a larger part of the instructional designer’s toolbox, an understanding of games and their use in training improves their importance.

Style

Availability

  • Moderator
  • Panelist
  • Workshop Leader
  • Host/MC
  • Corporate Training

Published Articles (3)

Speaking of Urgent Care Centers: Language Matters Journal of Management and Innovation

Speaking of Urgent Care Centers: Language Matters

The influence of vocational training on the brand images of organizational consultants The Psychologist-Manager Journal

The influence of vocational training on the brand images of organizational consultants

Work experience and gender effects on the work schedule preferences of undergraduate accounting students Accounting and Finance Research

Work experience and gender effects on the work schedule preferences of undergraduate accounting students

Courses (7)

Statistics for Psychology

This course will introduce students to the basic descriptive and inferential statistics used in the behavioral and social sciences. Topics will include the organization of data, measures of central tendency and variability, correlation and regression, hypothesis testing, and various parametric and nonparametric tests of significance including t-tests, ANOVA, and chi-square analysis. Students will learn the interconnections between theory, research methods, and statistical techniques in order to use statistics to analyze experimental data and reach objective conclusions regarding research questions in the social sciences. The course will also provide an introduction to using statistical software for data summarization, presentation and analysis.

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Research Methods

This course will present the scientific method within the context of applied psychology. Research techniques and methods will be examined for the formulation of hypotheses, development of testable objectives, experimental design, subject selection, data collection, data analysis and interpretation, and report preparation. This course will focus on laboratory based methods and simple statistical procedures for the analysis of data. Students will apply the concepts and methods in laboratory exercises.

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Organizational Behavior

This upper-division course presents the concepts of organizational behavior and structure as well as topics relating to motivation content and process theories; group communications and dynamics; decision making; causes and resolutions of organizational conflicts; and factors pertaining to influence, power and politics in organizations.

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Organizational Training and Development

Students will explore how the science and practice of psychology is applied in the world of work and organizations. Among the topics that will be examined are the history and research methodology of industrial/organizational psychology, job analysis, employee selection, performance evaluation, training, work motivation, job satisfaction, leadership, group dynamics, and organizational development. The course will highlight emerging trends in the modern workforce and examine how these changes will impact research and practice in today's organizations. Students will examine the factors influencing cross-cultural diversity and globalization, the theoretical and practical implications of these workforce trends, and how current organizational theories and practices apply to cultures outside of the United States. Implications for the full range of topics discussed in the course will be examined including how cultural diversity and globalization affect employee selection procedures, group dynamics, preferences for leadership, training needs, work motivation, and organizational development.

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Industrial / Organizational Psychology

Students will explore how the science and practice of psychology is applied in the world of work and organizations. Among the topics that will be examined are the history and research methodology of industrial/organizational psychology, job analysis, employee selection, performance evaluation, training, work motivation, job satisfaction, leadership, group dynamics, and organizational development. The course will highlight emerging trends in the modern workforce and examine how these changes will impact research and practice in today's organizations. Students will examine the factors influencing cross-cultural diversity and globalization, the theoretical and practical implications of these workforce trends, and how current organizational theories and practices apply to cultures outside of the United States. Implications for the full range of topics discussed in the course will be examined including how cultural diversity and globalization affect employee selection procedures, group dynamics, preferences for leadership, training needs, work motivation, and organizational development.

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Applied Psychology Internship/Senior Project I

This course will provide seniors in the Applied Psychology Program with the opportunity to apply psychology knowledge and methods in an actual work environment. A variety of options will be available for completion of this course: internship, research assistantship or independent project. In an internship, the student will work in a local organization. As a research assistant, the student will work with a faculty member as an assistant in the faculty member's ongoing research and/or consultation with organizations. Alternatively, the student may develop an independent project under the supervision of a faculty member. The selection of which option is best will be made by the student and his/her advisor based on which option best meets the student's educational and career goals. Regardless of the option selected, each student will attend seminars and complete a research or application project.

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Applied Psychology Internship/Senior Project II

This second Internship-Senior Project course will provide seniors in the Applied Psychology Program with the opportunity to apply psychology knowledge and methods in an actual work environment. A variety of options will be available for completion of this course: internship, research assistantship or independent project. In an internship, the student will work in a local organization. As a research assistant, the student will work with a faculty member as an assistant in the faculty members' ongoing research and/or consultation with organizations. Alternatively, the student may develop an independent project under the supervision of a faculty member. The selection of which option is best will be made by the student and his/her advisor based on which option best meets the student's educational and career goals. Regardless of the option selected, each student will attend seminars and complete a research or application project.

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