PSY FPX 6740 Assessment 1 Psychological Foundations in Human Resources and Personnel

PSY FPX 6740 Assessment 1 Psychological Foundations in Human Resources and Personnel

Student Name

Capella University

PSY FPX 6740 Industrial/Organizational Psychology Practices in Personnel and Human Resource Management

Prof. Name:

Date

I/O Psychology and Human Resources

• Both I/O Psychology and Human Resources apply psychological principles in their practices.
• I/O Psychology is primarily research-oriented, while Human Resources focuses on practical applications. Consequently, the educational requirements or preferences for each field differ.
• The Society for Industrial and Organizational Psychology (SIOP) assists I/O Psychologists in staying current with the latest research, ensuring their practices are grounded in evidence-based findings.
• I/O Psychologists typically hold a doctoral degree, whereas Human Resource Managers can secure good employment with a bachelor’s degree.
• Both fields specialize in “the people factor,” but their approaches differ due to the foundations of their education and work experiences.
• The Society for Human Resource Management (SHRM) provides HRM members with strong mentorship, role models, and opportunities to support their career advancement.

Aspects Where I/O Can Assist HRM

• Job placement, recruiting, selection, and employee retention
• Employee training and orientation
• Organizational mission, vision, and values
• Leadership development
• Coaching for success
• Creating a diverse workplace
• Fostering a culture of inclusivity
• Enhancing employee engagement

Benefits of an I/O Psychologist in Personnel

• I/O Psychology is the scientific study of human behavior in the workplace.
• It focuses on assessing individual, group, and organizational dynamics to identify solutions to problems or conflicts within the organization.
• I/O Psychologists examine effective communication within organizations and are skilled at asking challenging questions, as they are experts in the design, implementation, and analysis of psychological research.

Benefits to Business Success and Cost

• The research conducted by I/O Psychologists helps to correct or prevent workplace issues and conflicts, thereby improving the well-being and performance of both the organization and its employees, which ensures organizational success.
• As scientific practitioners, they are specially trained in the psychology of human behavior in workplace settings, providing them with deep knowledge of critical information necessary for business success.
• According to All Psychology Schools, the national median salary for I/O Psychologists is $96,260.00.

Measurable Benefits of Applying Industrial Psychology in the Workplace

• Improved recruitment strategies and methods
• Efficient personnel selection
• Increased employee productivity
• Higher job satisfaction levels
• Enhanced work environment
• Better work-life balance
• Greater workplace cooperation

I/O Psychology Strategies

• Identify organizational problems or needs. In this case, the organization is growing and aims to enhance the multicultural diversity of its staff.
• Demonstrate the value of I/O knowledge in various approaches to address the problem or meet the organization’s needs.
• In this scenario, the goal is to increase the workforce with a diverse staff; thus, how can an I/O Psychologist contribute?- An I/O Psychologist is likely to apply psychological concepts such as individual differences, motivation, and person-job fit.
• They create synergy between organizations and their staff members.

Possible Testing Available to I/O Psychologists

• Numerous personality and skills tests are available to enhance the likelihood of selecting appropriate candidates for desired organizational positions.
• These tests can align personality traits and skill sets with job analyses for successful selection.
• Some testing requires training for the individual administering and grading the tests to ensure accuracy. I/O Psychologists can specialize in these testing situations.
• Tests that may be beneficial for increasing workplace diversity include skills tests, personality tests, and problem-solving assessments. They may conduct team skills tests, individual and team skills tests, or communication skills assessments depending on the position being filled. These tests, along with standardized applications and interviewing strategies, aid in placing the most suitable candidates into open job positions.

Equation for Success

• I/O Psychologists assist organizations in human resource management to build a solid foundation based on the organization’s mission, vision, and values.
• To maintain organizational strength, employees’ values must align with those of the organization. Training and leadership must be transparent and forthcoming with goals to ensure they are met.
• The organization should function as a well-oiled machine, with common goals driving its efforts and a culturally competent environment reflecting the diverse society and ever-changing “melting pot” of people.

In Summary

• While HRM professionals handle recruiting, hiring, training, and other human resource functions for an organization, they are not specifically trained in human behavior as I/O Psychologists are.

• HRM professionals do not perceive corporate problems in the same way as I/O Psychologists due to the scientific research foundation that underpins I/O Psychology.

• The collaboration between an I/O Psychologist and an HRM professional addresses organizational gaps in the “people factor,” as their complementary skill sets can work together to achieve organizational success.

References

Avedon, M., & Grabow, K. (2010). Professional identity: Organizational psychologists as chief human resource executives. Industrial & Organizational Psychology, 3(3), 266–268.

Blustein, D. L. (2008). The role of work in psychological health and well-being: A conceptual, historical, and public policy perspective. American Psychologist, 63(4), 228–240.

Boudreau, J. W. (2012). Strategic industrial-organizational psychology lies beyond HR. Industrial & Organizational Psychology, 5(1), 86–91.

Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Prentice Hall.

https://www.allpsychologyschools.com/organizational-psychology/salary/

https://www.apa.org/education-career/guide/subfields/organizational

McKenna, J. (2021). Leadership development strategy. Capella University Student Database.

Odukoya, J., Adekeye, O., Agoha, B., Olowookere, E., & Ojo Omonijo, D. (2020). The role of industrial-organizational psychology in sustainable development: Implications for 21st-century employee management strategies. Test Engineering and Management, 82, 9857–9866.

Parsons-Miller, S. (n.d.). Directional strategies in the development of strategy for a healthcare organization. Retrieved from http://smallbusiness.chron.com/directional-strategies-development-strategy-healthcare-organization-81073.html

PSY FPX 6740 Assessment 1 Psychological Foundations in Human Resources and Personnel

Sott, M. K., Bender, M. S., Furstenau, L. B., Machado, L. M., Cobo, M. J., & Bragazzi, N. L. (2020). 100 years of scientific evolution of work and organizational psychology: A bibliometric network analysis from 1919 to 2019. Frontiers in Psychology, 11, 598676. https://doi.org/10.3389/fpsyg.2020.598676

Swayne, D., & Ginter. (2006). Instructor’s manual to accompany Strategic management of health care organizations (5th ed.). Retrieved from https://www.blackwellpublishing.com/content/swayne/IM/Chapters5to8.pdf

Tharenou, P. (2011). The relevance of industrial and organizational psychology to contemporary organizations: How far have we come and what needs to be done post-2000? Australian Psychologist, 36(3), 200-210. https://doi.org/10.1080/00050060108259656

Werner, J. (2017). I-O psychology and human resource development: Yes, and… A commentary on. Industrial and Organizational Psychology: Perspectives on Science and Practice.