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 (HR) utilize psychological principles in practice. However, they differ in their approaches and focuses. I/O Psychology is more research-based, focusing on the scientific study of human behavior in the workplace, while Human Resources is practice-based, dealing with the management of personnel within organizations. Consequently, the education requirements or preferences also differ. For instance, I/O Psychologists usually hold a doctoral degree, whereas Human Resource Managers can often find employment with a bachelor’s degree.

Supporting Organizations

The Society for Industrial and Organizational Psychology (SIOP) supports I/O Psychologists in staying updated on the latest research, allowing them to ensure success based on evidence-based practices. On the other hand, the Society for Human Resource Management (SHRM) provides HR professionals with mentorship, role models, and opportunities to support their career growth.

Aspects where I/O can assist HRM

I/O Psychology can contribute to various aspects of HRM, including job placement, recruiting, selection, employee retention, training, organizational mission, vision, values, leadership development, coaching for success, creating a diverse workplace, and fostering a culture of inclusivity and employee engagement.

Benefits of an I/O Psychologist in Personnel

I/O Psychology brings several benefits to personnel management. It focuses on assessing individual, group, and organizational dynamics to identify solutions to problems or conflicts in the organization. I/O Psychologists are experts in designing, implementing, and analyzing psychological research, which aids in improving communication and addressing workplace issues effectively.

Benefits to Business Success and Cost

The research-based approach of I/O Psychology helps organizations correct or prevent workplace issues and conflicts, thereby improving the well-being and performance of both the organization and its employees. As scientific practitioners, I/O Psychologists are trained in understanding human behavior in the workplace, providing critical insights necessary for business success.

Measurable Benefits of Applying Industrial Psychology in the Workplace

Applying Industrial Psychology in the workplace leads to improved recruitment strategies, efficient personnel selection, increased employee productivity, higher job satisfaction levels, a better work environment, work-life balance, and greater workplace cooperation.

I/O Psychology Strategies

I/O Psychologists outline organizational problems or needs and demonstrate the value of their knowledge in providing solutions. For example, in a situation where an organization aims to increase multicultural diversity among its staff, I/O Psychologists can utilize psychological concepts such as individual differences, motivation, and person-job fit to assist in achieving this goal.

Possible Testing Available to I/O Psychologists

I/O Psychologists can utilize various personality and skills tests to ensure appropriate candidate selection for organizational positions. These tests match personality and skill sets to job analyses, aiding in successful selection. Some tests may focus on increasing workplace diversity, such as skills tests, personality tests, problem-solving tests, team skills tests, and communication skills assessments.

Equation for Success

I/O Psychologists assist organizations in human resource management by aligning employees’ values with organizational goals and fostering a culturally competent workplace. Transparent leadership and training are essential for maintaining organizational strength and achieving common goals.

In Summary

While HR professionals manage various aspects of human resources within organizations, they may not have the same level of expertise in understanding human behavior as I/O Psychologists. Having both professionals working together can bridge the gaps in addressing the “people factor” within organizations, leading 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.

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

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.

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

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