I/O: Intro, History, and Job Analysis

Industrial/Organizational Psychology

a branch of psychology that applied its concept in the workplace

FACET OF PSYCHOLOGY

• Personnel Psychology

• Organizational Psychology

• Human Factor/ Ergonomics Psychology

PERSONNEL PSYCHOLOGY

applies basic principle of I/O Psy, day to day operations in HR

ORGNIZATIONAL PSYCHOLOGY

holistic approach , uses long term stratergy implications in HR

HUMAN FACTOR/ ERGONOMIC PSYCHOLOGY

human to machine/ utilities

WALTER DRILLS

created the theory of advertising in 1903

FRANK and LILIAN GILBERT

focused in improving productivity and reduce fatigue in workplace

ALHA AND BETA TESTING

the first impact in WW1 where they used large-scale testing in soldiers (1917-1918)

HENRY A. LANDSBERGER, ELTON MAYO

_____ coined the Hawthorne Effect while, ______ led the studies where the find what influences the productivity of employees using different variables

JOB ANALYSIS

gathering and analysing information about the work of an employee's conditions where work is performed; task, competensies, and conditions needed for the job

FACTORS IN JOB ANALYSIS

• Work Activities

• Human Behavior

• Machine, tools, equipments

• Performed Standard

• Job Context

• Human Requirments

WORK ACTIVITIES

answers the What, How, Why, of the job

HUMAN BEHAVIOR

behavior competencies, of behavior necessary to perfromedd in a jobA

MACHINE, TOOLS, EQUIPMENT

utilities/knowledge needed to perform the job

PERFORMANCE STANDARD

expected standard performance to meet standard outcome of the job

JOB CONTEXT

composition of the job, what should be performed in the job

HUMAN REQUIREMENTS

attributed needed an employee should have to perform the job

JOB DESCRIPTION

where the summary of task and job requirments are seen

JOB DESIGN

• optimal way a job should be done

• It structures work to improve productivity while reducing monotony, stress, and turnover.

  • Thomas Gilbert study, focuses on organizational development, shifted focus from blaming individuals for poor performance to analyzing environmental and behavioral factors

JOB EVALUATION

determine the relative worth of different jobs within an organization

INTERNAL PAY EQUITY

comparing jobs within the organization

EXTERNAL PAY EQUITY

comparing the jobs worth base on external market.

JOB CLASSIFICATION/GRADING

where job is catergorized into groups where all jobs ub each group have the same value or level of pay

CLASSES

groups that contains similar jobs (DEPARTMENTAL)

GRADING

job placement that has the same level of pay (POSITION LEVEL)