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

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 Industrial-Organizational (I/O) Psychology and Human Resources (HR) utilize psychological principles, although they differ significantly in their approaches and focuses. I/O Psychology is primarily research-based, focusing on scientifically studying human behavior in work settings, while HR is more practice-based, concerned with managing personnel within organizations. Consequently, the educational requirements or preferences also vary; I/O Psychologists typically hold doctoral degrees, whereas HR Managers can often secure employment with bachelor’s degrees.

Supporting Organizations

The Society for Industrial and Organizational Psychology (SIOP) aids I/O Psychologists in remaining abreast of the latest research, facilitating success through evidence-based practices. Conversely, the Society for Human Resource Management (SHRM) provides HR professionals with mentorship, role models, and career growth opportunities.

Contributions of I/O Psychology to HRM

I/O Psychology can significantly contribute to various HRM aspects, including job placement, recruitment, selection, employee retention, training, organizational mission, vision, values, leadership development, coaching for success, fostering diversity, and creating an inclusive culture that enhances employee engagement.

Benefits of I/O Psychology in Personnel Management

The application of I/O Psychology brings numerous benefits to personnel management, including the ability to assess individual, group, and organizational dynamics, identify and resolve conflicts, and enhance communication effectively. I/O Psychologists’ expertise in designing, implementing, and analyzing psychological research is instrumental in addressing workplace issues.

Business Success and Cost Benefits

The research-based approach of I/O Psychology enables organizations to rectify or prevent workplace issues and conflicts, thereby enhancing the well-being and performance of both the organization and its employees. I/O Psychologists, as scientific practitioners, possess insights into human behavior critical for achieving business success.

Measurable Outcomes of Industrial Psychology in the Workplace

Implementing Industrial Psychology in the workplace leads to improved recruitment strategies, streamlined personnel selection, enhanced employee productivity, increased job satisfaction, improved work environments, better work-life balance, and heightened workplace cooperation.

Strategies of I/O Psychology

I/O Psychologists identify organizational problems or needs and demonstrate the value of their expertise in providing solutions. For example, in diversifying the workforce, they employ psychological concepts such as individual differences, motivation, and person-job fit to achieve organizational goals.

Testing Methods

I/O Psychologists utilize various personality and skills tests for candidate selection, aligning personality and skills with job analyses to ensure successful placements. These tests may include assessments of skills, personality, problem-solving abilities, teamwork, and communication skills.

Equation for Success

By aligning employees’ values with organizational goals and fostering a culturally competent workplace, I/O Psychologists support organizations in human resource management. Transparent leadership and training are vital for organizational strength and goal attainment.

Conclusion

While HR professionals oversee various human resource aspects, their expertise in understanding human behavior may not match that of I/O Psychologists. Collaborating allows both professionals to address the “people factor” within organizations effectively, thereby contributing to 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.

McKenna, J. (2021). Leadership Development Strategy. Capella University Student Database.

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

Odukoya, Jonathan & Adekeye, Olujide & Agoha, Benedict & Olowookere, Elizabeth & Ojo Omonijo, Dare. (2020). The Role of Industrial-Organizational Psychology in Sustainable Development: Implication 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/directionalstrategies-development-strategy-healthcare-organization-81073.html

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, Duncan & Ginter (2006). Instructor’s Manual to Accompany Strategic Management of Health Care Organizations, fifth edition. Retrieved from: https://www.blackwellpublishing.com/content/swayne/IM/Chapters5to8.pdf

Tharenou, P. (2011). The Relevance of Industrial and Organisational Psychology to Contemporary Organisations: How Far Have We Come and what Needs To Be Done Post-2000? Australian Psychologist 36(3), 200-210 doi.org/10.1080/00050060108259656

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

Werner, Jon. (2017). I-O Psychology and Human Resource Development: Yes, and… A Commentary on. Industrial and Organizational Psychology: Perspectives on Science and Practice 10

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