1 intro to io psychology

8/18/2019 1 Intro to IO Psychology

1/27

INDUSTRIAL ORGANIZATIONALPSYCHOLOGY


2/27

INTRODUCTION TO INDUSTRIALORGANIZATIONAL PSYCHOLOGY


3/27

Industrial

Organizational

Psychology

is a branch of psychology

that applies the principles

of psychology to the

workplace.


4/27

Goal of I/O Psychology is to increaseproductivity and well being of employees in the

organization.


5/27

Two Approaches in I/O Psychology1. Determining and developing competencies, and

staffing; and

2. Organizational culture that will motivate employees,

provide working conditions that is safe, and satisfy

employees.


6/27

Major Fields Industrial/Organizational

Psychology1. Personnel Psychology

2. Organizational Psychology

3. Human Factors


7/27

1. Personnel Psychologystudy the practice in areas such as analyzing jobs,

recruiting applicants, selecting employees,determining salary levels, training employees, and

evaluating employee performance.


8/27

2. Organization Psychologyis primarily concerned with the issues of leadership,

job satisfaction, employee motivation, organizational

communication, conflict management, organizational

change, and group process within an organization.


9/27

3. Human Factors/Ergonomicsconcentrate on workplace design, human-machine

interaction, physical fatigue and stress.


10/27

Employment of

I/O Psychologists

1. Education2. Private sector

3. Public Sector

4. Consulting

5. Others


11/27

Master Program and PhD Programs

in I/O Psychology


12/27

Research in I/O Psychology


13/27


14/27

Job Analysis refers to the process ofgathering, analyzing, and structuring information

about a job’s components, characteristics, and

requirements.


15/27


16/27

Job Analysis is importantbecause…

1. It leads us to creating job descriptions.2. It will provide a structure for employee

selection.

3. It will help the organization identifytraining requirements for its employees.


17/27

Job Descriptionis a brief 2-5 pages summary of job specifications,duties and responsibilities.


18/27

JobAnalysis

JobDescription

Determines work activities andrequirements for the job


19/27

JobAnalysis

EmployeeSelection

Interview structure, competency

requirements (KSAO) and tests

needed


20/27

Job AnalysisTraining and

Development

Designs training programs


21/27

Other Importance of Job Analysis

4. Person power planning (worker mobility)

5. Performance Appraisal

6. Job Evaluation

7. Job Design

8. Job Design

9. Compliance with legal guidelinesOrganizational analysis


22/27

Eight Sections of a

Job Description

1. Job title

2. Brief summary

3. Work activities4. Tools and equipment used

5. Job content

6. Performance standard7. Compensation information

8. Personal requirements


23/27

Preparing for Job Analysis

1. Who will conduct job analysis?

2. How often a job description should beupdated?

3. Which employees should participate?

4. What type of information should beobtained?


24/27

Conducting Job Analysis

Step 1. Identify task performedStep 2. Write task statements

Step 3. Rate task statements

Step 4. Determine essential KSAO’s

Step 5. Selecting tests to tap KSAO’s


25/27

Job Evalution refers to the identification of a job’s worth.


26/27

Conducting Job Evaluation

Step 1. Determining compensable factors

Step 2. Determining levels of compensable

factors

Step 3. Determining the factor weighs


27/27

1 intro to io psychology

Documents