PSYIND1 Lecture Notes (2).docx

Litigious Environment

Litigious Environment

Demands qualified managers to balance business, legal, and ethical concerns.

HR Practitioners

Standard to have a background in psychology for understanding work conduct.

Labor Laws

Encompass many laws related to work, aiming to protect workers from employers.

Downsizing

Involves laying off employees to improve organizational efficiency.

Delayering

Removing layers of management to enhance organizational effectiveness.

Decentralization

Empowerment of branches and lower-level employees to make decisions.

Globalization of Business

Adapting to diverse cultures, systems, and techniques beyond local boundaries.

Human Resource Information Systems (HRIS)

Software facilitating HR professionals in managing human resources effectively.

Work-Life Balance

Ensuring employees achieve equilibrium between work and personal life.

Strategic Role of HR

Aligning HR strategies with business strategies for organizational success.

Time and Motion Study

A method combining psychology and engineering to study efficient ways of performing tasks, with the best contribution being the time and motion study.

Lilian Gilbreth

Regarded as the first true industrial/organizational psychologist and one of the early female engineers holding a Ph.D.

Army Alpha and Army Beta Psychological Tests

Psychological tests used during WW1, where Alpha was for soldiers who could read, and Beta was for soldiers who could not.

Scientific Management

Introduced by Frederick Winslow Taylor, emphasizing careful job analysis, hiring based on job-related characteristics, training employees, and rewarding productivity.

Hawthorne Studies

A series of studies at the Western Electric Plant focusing on social and psychological conditions of work, highlighting the Hawthorne Effect.

Hawthorne Effect

Occurs when employees change behavior due to attention or observation, emphasizing the importance of listening and paying attention to employees for increased productivity.

Employee Recruitment

The process of attracting individuals to an organization, involving recruitment, selection, and placement, with goals to attract qualified applicants.

Internal Recruitment

Method of recruiting from within the organization, promoting morale but potentially leading to inbreeding and lack of diversity.

External Recruitment

Hiring individuals from outside the organization, bringing new perspectives but may lead to longer adjustments and internal morale issues.

Employee Selection

The process of making "hire" or "no hire" decisions regarding applicants, involving practices like interviews, tests, and background investigations.

Cognitive Ability Tests

Tests that can add predictive power to assessing job candidates by measuring skills like reasoning, memory, and learning.

Job Analysis

The basis for structured interviews, viewed favorably by courts, as it ensures job-relatedness in assessments.

Unstructured Interview

An interview format where interviewers have the freedom to ask any questions, leading to potential biases and inconsistencies.

Past-Focused Questions

Questions that require candidates to provide specific examples from past experiences to predict future job performance.

Situational Judgment Tests

Assessments where applicants are presented with work-related scenarios to evaluate their judgment and decision-making skills.

In-Basket Exercise

A simulation where applicants prioritize tasks found in an in-basket, testing their organizational and time management skills.

Cognitive Ability Tests

Assessments measuring skills like reasoning, memory, and learning, essential for jobs involving processing and learning tasks.

Psychomotor Ability Tests

Assessments evaluating the ability to manipulate objects and tools, crucial for jobs requiring coordination and accuracy in movements.

Physical Ability Tests

Evaluations used for physically demanding jobs, assessing candidates' strength, stamina, and specific physical abilities required for the role.

Achievement Test

A test designed to assess a person's level of proficiency and measure how much knowledge they retained after receiving instruction.

Personality Inventories

Psychological assessments measuring various aspects of an applicant's personality traits and tendencies, not focused on right or wrong answers.

Tests of Normal Personality

Assess traits exhibited by normal individuals in everyday life, like MBTI, NEO-PI-R, and 16PF.

Emotional Intelligence

The ability to recognize and control emotions in oneself and others, crucial for jobs involving interactions with people.

Integrity/Honesty Tests

Predict an applicant's tendency for counterproductive behaviors like cheating, theft, and sabotage.

Vocational Interest Tests

Match test taker's interests or personality to various occupations, not measuring aptitude.

Performance Appraisal

Formal assessment of worker performance against organizational standards, including KPIs and KRAs.

Performance Development

Assessment aimed at providing feedback to enhance performance, focusing on interventions like training.

Criteria Complexity

Deals with the complexity of evaluating employee performance, including contradictory dimensions like quality vs. quantity.

Rater Bias and Errors

Includes biases like the Horn Effect, Halo Effect, and errors like the Peter Principle in performance evaluations.

Peter Principle

Concept in management where individuals are promoted based on success in previous roles until they reach a level of incompetence.

Similar-to-Me Error

Bias where employees similar to the evaluator receive better ratings.

Primacy Effect

Rating based on first impressions or initial performance.

Recency Effect

Rating based on the most recent work performance.

Fundamental Attribution Error

Blaming dispositional factors for negative attributes without considering situational factors.

Self-Serving Bias

Evaluator attributes employee successes to themselves.

Self-Fulfilling Prophecy

Expectations of the evaluator influence employee performance.

Distributional Errors

Errors in rating everyone on the same scale regardless of performance.

Leniency Errors

Rating everyone favorably, not reflective of actual performance.

Recency Effect

Infrequent observation leading to memory inaccuracies.

Bias

Favoritism among employees influencing evaluations.

Rater Error Training

Training to avoid common rating errors.

Frame-of-Reference Training

Providing a common understanding of the rating task.

360 Degree Feedback

Using multiple perspectives for manager feedback.

Calibration Meetings

Reviewing ratings to cancel out individual biases.

Legally Defensible Performance Appraisal System

Six points to ensure fairness and legality in appraisals.

Objective Measures

Quantitative criteria for assessing performance.

Subjective Measures

Ratings by knowledgeable individuals about job performance.

Graphic Rating Scales

Common rating scale assessing various dimensions of performance.

Behavior-Focused Rating Forms

Assessing performance based on observable behaviors.

Training and Development

Planned efforts to help employees acquire job-related knowledge and skills.

Employee Orientation

Providing new employees with basic information about the firm.

Diversity Training

Programs to promote diversity, equity, and inclusion in the workplace.

Pre-Retirement Training

Seminars to prepare employees for retirement.

Learning Management System

Computer application for training program administration.

Training Needs Assessment

Process of evaluating the organization, individual employees, and employees’ tasks to determine necessary training.

Organizational Analysis

Evaluates organizational factors affecting training effectiveness, including goals, budget, and decision-makers' attitudes.

Task Analysis

Understanding job nature to design a training program equipping trainees with necessary skills.

Performance Analysis

Identifies performance gaps, determines training needs, and assesses performance deficiencies.

Demographic Analysis

Examines demographic profiles to tailor training programs for specific groups.

Learning Objectives

Measurable statements specifying what trainees should accomplish after training.

Components of a Learning Objective

Performance, Condition, and Standard elements defining what, how, and to what level trainees should perform.

Transfer of Training

Concept focusing on applying training in the work setting for effective learning.

Training Methods

Various approaches like Lecture, Case Study, Audio-Visual Instruction, Role Playing, Behavior Modeling, and On-The-Job Training.

Instructional Methods

Strategies like Feedback, Identical Elements, Overlearning, and General Principles affecting training transfer.

Mentorship

The more experienced individual provides career guidance, counseling, emotional support, and acts as a role model to the less experienced individual, going beyond technical skills transfer.

Executive Coaching

High-level executives are paired with a consultant from a third-party organization to improve performance, focusing on developing soon-to-be managers and executives, sometimes being directive.

Employee Career Development Programs

Systems offering career counseling, planning courses, and workshops to help employees manage their careers, set goals, and find jobs, including support for those facing layoffs.

Presentation Skills

Trainers should maintain eye contact, use gestures effectively, avoid reading presentations, engage participants, and tailor content to ensure trainees learn effectively.

Training Evaluation

A process to determine the effectiveness of training programs, including levels such as reactions, learning, behavior application, and results, using various methods like surveys, tests, and observations.

Employee Compensation

All forms of pay or rewards given to employees, including direct financial payments (wages, salaries) and indirect financial payments (benefits), with types like membership-based, job status-based, and performance-based rewards.

Reinforces status differences

Some reward systems can accentuate existing status gaps among employees.

Competency Based

Rewards employees based on their assessed skills and knowledge relevant to their job.

Skill-based Pay

Variation of competency-based rewards where higher pay is given for mastering measurable skills.

Performance-Based Rewards

Includes gainsharing, profit sharing, stock options, and ESOP to link rewards with performance.

Equity Theory of Motivation

Employees compare their inputs and outcomes to others, striving for fairness in pay.

Four Forms of Equity

External, internal, individual, and procedural equity influence perceptions of fairness in pay.

Comparable Worth

Aims to ensure equal pay for jobs of comparable value, addressing gender pay gap issues.

Wage and wage-related benefits

Governed by the Labor Code of the Philippines, including minimum wage, overtime, and premium pay.

Night Shift Differential

Additional pay for work done between 10pm to 6am, mandated by the government in the Philippines.

Service Charges

Recently mandated to be given entirely to employees, replacing the previous practice of sharing with employers.

Night Shift Differential (NSD)

An additional 10% to the regular wage for work done between 10pm to 6am.

Service Charges

100% of collected service charges must be given to all covered employees.

Exceptions to Coverage of Benefits

Categories exempted from benefits like Overtime, Premium, Holiday Pays, etc.

Service Incentive Leave (SIL)

Entitles employees with at least one year of service to five days of paid leave.

Parental Leaves

Maternity, paternity, solo parent, gynecological, and victims of violence leaves.

13th Month Pay

Mandatory payment to rank-and-file employees before December 24th.

Managerial vs

Distinction based on decision-making powers.

Separation Pay

Payable under authorized causes of termination as per the Labor Code.

Retirement Pay

Entitled to employees serving for at least 5 years, calculated based on years of service.

De Minimis Benefits

Small benefits exempt from taxes, limited to specific facilities or privileges.