Organisational Psychology:
The scientific study of human cognition and behaviour in the workplace.
Focuses on deriving principles of individual, group, and organisational behaviour and
applying this knowledge to the solutions of problems at work.
Employee Life Cycle: (Davey, 2011)
1. Recruitment and selection
a. Job analysis - analysing knowledge, skills, abilities and other attributes
required, often through interviews, questionnaires etc.
b. Personnel Selection - deciding suitability of candidates
2. Induction and socialisation
a. Onboarding - acquiring knowledge and skills and understanding the
organisational culture, becoming and insider
i. Social identity, deriving self-worth from being an important and
productive member of team.
3. Performance management
a. Performance appraisals and goal setting - aim is to develop and motivate
employees e.g., 360 feedback for boss and employees.
4. Development
a. Learning, training and coaching - acquiring new knowledge and skills as a
result of practice, study or experience, training needs assessment, developing
effective training programmes, promotion.
5. Interruptions and retention
a. Interruptions and retaining employees - stress and wellbeing, work life
balance, period of leave, organisational climate.
6. Leaving
a. Leaving the workplace - bridge retirement, redundancy, downsizing, job for
life?
Personnel Selection:
Need to use reliable and valid selection and assessment instruments/techniques to permit
decision making on suitability of candidates.
1. Predictivist Perspective - matching the right people to a particular job (person-job
fit).
- Concerned with predicting future job performance from selection tools.
- Task performance: Proficiency of performing core activities.
- Citizenship Performance: Contribution of employee to the organisational
and social environment to help accomplish goals of organisation.
- Counterproductive Behaviour: Intentional behaviour viewed as contrary
to the beliefs of an organisation.
The scientific study of human cognition and behaviour in the workplace.
Focuses on deriving principles of individual, group, and organisational behaviour and
applying this knowledge to the solutions of problems at work.
Employee Life Cycle: (Davey, 2011)
1. Recruitment and selection
a. Job analysis - analysing knowledge, skills, abilities and other attributes
required, often through interviews, questionnaires etc.
b. Personnel Selection - deciding suitability of candidates
2. Induction and socialisation
a. Onboarding - acquiring knowledge and skills and understanding the
organisational culture, becoming and insider
i. Social identity, deriving self-worth from being an important and
productive member of team.
3. Performance management
a. Performance appraisals and goal setting - aim is to develop and motivate
employees e.g., 360 feedback for boss and employees.
4. Development
a. Learning, training and coaching - acquiring new knowledge and skills as a
result of practice, study or experience, training needs assessment, developing
effective training programmes, promotion.
5. Interruptions and retention
a. Interruptions and retaining employees - stress and wellbeing, work life
balance, period of leave, organisational climate.
6. Leaving
a. Leaving the workplace - bridge retirement, redundancy, downsizing, job for
life?
Personnel Selection:
Need to use reliable and valid selection and assessment instruments/techniques to permit
decision making on suitability of candidates.
1. Predictivist Perspective - matching the right people to a particular job (person-job
fit).
- Concerned with predicting future job performance from selection tools.
- Task performance: Proficiency of performing core activities.
- Citizenship Performance: Contribution of employee to the organisational
and social environment to help accomplish goals of organisation.
- Counterproductive Behaviour: Intentional behaviour viewed as contrary
to the beliefs of an organisation.
