Personnel and Training / PM

What’s IO Psych?

Using science to improve people’s wellbeing and potential in organizations

What’s personnel psych?

Subfield of HRM

Portion of IO concerned with individual differences in behavior and job performance and with methods for measuring and predicting such differences

Four persistent themes of IO

Productivity and efficiency

Quantification

Selection and differential psychology

Interplay between science and practice

What is globalization

Ability of people to connect (collaborate, exchange and compete) all over the world

What’s an organization?

a collection of people working together in a division of labor to achieve a common purpose

Job security vs employment security

Job security: You’re not likely to leave a company

Employment security: You have employable/valuable skills

Triple Bottom Line

Profit, People, Planet

Performance Appraisal vs Performance Management

Appraisal: Once. Management: ongoing

Linkage Analysis

Establish the connection between the tasks/duties performed and the human attributes needed to perform them

KSAOs

Knowledges	Job specific and generic
Skills	Improve over time
Abilities	Don't improve over time (often are physical in nature)
Other Characteristics	Personality characteristics, Willingness to work at night, willingness to work in extreme temps, etc

Occupation

Job Family

Job

Position

Incumbent

Element

Occupation Group of similar jobs found in different orgs at a different time

Job Family "Group of 2 or more jobs with similar worker characteristics or parallel work tasks"

Job "Group of positions that are similar in their significant duties"

Position Set of tasks performed by a single employee

Incumbent The person holding the position

Element Smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes.

Task and how to rate tasks and how to identify them

the atoms of work - it’s basic essence; distinct work activity carried out for a distinct purpose"

Rate according to importance and frequency

Assess via doing the job, observation (wary of hawthorne effect) interviews (panels?), questionnaires, surveys, review org materials, Onet review

Competency modeling and examples

Competency Modeling Characteristic or quality of people desirable for all employees to manifest in order to be successful (not job specific)

Less rigorous rarely measure reliability.

More of a link to business goals

More prescriptive than descriptive

Examples Integrity

Business Acumen

Communication

Leadership

Cultural awareness

Albermarle paper company v Moody

Set precedent that Job analysis establishes job relevance

Job analysis vs Job evaluation

JA: Systematic process for gathering, documenting, and analyzing three features of work: Content, worker attributes, and context. PAQ or Fine’s 1989 Functional Job Analysis do this

JE: Determine the relative value or importance of jobs in orgs to determine compensation

Compensatable factors

Effort

Skill

Responsibility

Working Conditions