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INDUSTRIAL ORGANIZATIONALPSYCHOLOGY
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INTRODUCTION TO INDUSTRIALORGANIZATIONAL PSYCHOLOGY
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Industrial
Organizational
Psychology
is a branch of psychology
that applies the principles
of psychology to the
workplace.
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Goal of I/O Psychology is to increaseproductivity and well being of employees in the
organization.
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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.
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Major Fields Industrial/Organizational
Psychology1. Personnel Psychology
2. Organizational Psychology
3. Human Factors
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1. Personnel Psychologystudy the practice in areas such as analyzing jobs,
recruiting applicants, selecting employees,determining salary levels, training employees, and
evaluating employee performance.
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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.
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3. Human Factors/Ergonomicsconcentrate on workplace design, human-machine
interaction, physical fatigue and stress.
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Employment of
I/O Psychologists
1. Education2. Private sector
3. Public Sector
4. Consulting
5. Others
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Master Program and PhD Programs
in I/O Psychology
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Research in I/O Psychology
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Job Analysis refers to the process ofgathering, analyzing, and structuring information
about a job’s components, characteristics, and
requirements.
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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.
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Job Descriptionis a brief 2-5 pages summary of job specifications,duties and responsibilities.
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JobAnalysis
JobDescription
Determines work activities andrequirements for the job
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JobAnalysis
EmployeeSelection
Interview structure, competency
requirements (KSAO) and tests
needed
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Job AnalysisTraining and
Development
Designs training programs
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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
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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
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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?
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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
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Job Evalution refers to the identification of a job’s worth.
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Conducting Job Evaluation
Step 1. Determining compensable factors
Step 2. Determining levels of compensable
factors
Step 3. Determining the factor weighs
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