Summary IOP3702 - Study Notes

CHAPTER 1 PERSONNEL PSYCHOLOGY IN CONTEXT Define IO psychology Scientific study of people within their work environment  I/O psychology has two objectives: o To conduct research in order to increase knowledge and understanding of human work behaviour o To apply that knowledge to work behaviour and the work environment and psychological condition of employees Application of psychological principles, theory and research Application of knowledge to improve work behaviour  IO psychologists are trained to be both scientists and practitioners in the scientist/ practitioner model. This implies that the IO psychologist engages in: o Scientific observation o Evaluation o Optimal utilisation – selection, placement, management, development and retention o Influencing of normal and deviant behaviour in interaction with the environment as manifested in the world of work IO psychology vs HR profession  There is a distinct difference IO Psychology HRM Practitioner Type of work Scientific study of people within their work environment – including application of psychological principles, theory and research. Distinctive approach to employment management – competitive advantage through strategic development of highly committed and capable workforce – personnel techniques. Workplace level – interaction between staff and supervisors. Roles 1. To conduct research – increase knowledge and understanding of human behaviour. 2. To apply knowledge to improve work behaviour, work environment and psychological conditions of workers. 3. Act as internal or external consultants for management and the HR manager 4. Their role is primarily to diagnose and intervene 5. Anchor= theoretical knowledge and research expertise 1. Management of human and social capital – employment relationship. 2. Responsible for the organisation’s effective daily utilisation and management of human resources through the implementation of behavioural science knowledge Responsibilities o Scientific observation (investigation, research) o Evaluation (assessment, evaluation or appraisal, measurement, problemidentification) o Optimal utilisation (selection, placement, management, o Attraction, screening, selection, retention, utilisation, motivation, training, development, appraisal, rewarding and discipline. o They design and implement systems, practices and policies to development, retention), and o Influencing (changing, training, developing, motivating) of normal and, to a lesser degree, deviant behaviour in interaction with the environment (physical, psychological, social and organisational), as manifested in the world of work. improve the general effectiveness of the organisation within the strategy of the business o Skills specialisation: planning, development, implementation and evaluation of staff recruitment , dispute resolution, representing employers – enterprise bargaining, conditions of employment o Recruitment, training and development, induction, maintaining personnel records, needs analyses. Employment legislation Link to Personnel psychology Industrial psychologists apply the principles of psychology to issues related to the work situation of relatively well adjusted adults in order to optimise individual, group and organisational wellbeing and effectiveness. Personnel psychology informs HRM practices by its focus on the scientific study of indiv. differences and behaviour and their consequences for the organisation