Industrial Psychology Study Guide: Key Concepts and Methods

Performance Appraisal

A systematic process of evaluating an employee's performance in relation to job requirements. It helps organizations measure efficiency, effectiveness, and overall contributions of employees.

360-Degree Feedback

Employees receive feedback from peers, supervisors, and subordinates.

Self-Appraisal

Employees assess their own performance and set goals for improvement.

Peer Review

Colleagues provide input on an employee's performance.

Management by Objectives (MBO)

Performance evaluation based on goal-setting and achievement.

Rating Scales

Standardized scales used to assess various performance criteria.

Bias and subjectivity

Factors such as favoritism and personal bias that can affect performance evaluations.

Halo effect

One trait influences overall perception of an employee's performance.

Recency effect

Recent events overshadow past performance in evaluations.

Leniency or strictness errors

Overly harsh or lenient assessments during performance evaluations.

Evaluation

The systematic assessment of processes, outcomes, and effectiveness of employees, teams, or training programs to determine their value and impact.

Formative Evaluation

Ongoing assessment to monitor and improve processes.

Summative Evaluation

Final assessment to determine overall success.

Setting Criteria for Success

Defining measurable goals and benchmarks.

Data Collection Methods

Utilizing surveys, interviews, and direct observations.

Interpretation of Results

Analyzing collected data for trends and insights.

Actionable Recommendations

Developing strategies to improve performance based on findings.

Assessment

The process of measuring competencies, skills, personality traits, and potential job performance to make informed employment decisions.

Cognitive Ability Tests

Measure reasoning, memory, and problem-solving skills.

Personality Tests

Assess behavioral traits and suitability for job roles.

Work Sample Tests

Evaluate actual job performance through simulated tasks.

Situational Judgment Tests (SJTs)

Assess decision-making in job-related scenarios.

Emotional Intelligence Tests

Measure ability to manage emotions and interpersonal skills.

Assessment Centers

A comprehensive evaluation method that uses multiple tests and exercises to assess candidates for selection, promotion, or development.

In-Basket Exercises

Simulated tasks requiring prioritization and decision-making.

Role-Playing

Candidates act out job-related situations to assess problem-solving skills.

Group Discussions

Evaluates communication, teamwork, and leadership abilities.

Case Studies

Analyzing and solving real-world business problems.

Presentations

Assessing ability to communicate ideas effectively.

KOS (Knowledge, Skills, and Other Characteristics)

A framework used to identify the necessary attributes required for effective job performance.

Knowledge

Understanding of theoretical and practical aspects relevant to a job (e.g., legal regulations, technical expertise).

Skills

Proficiency in performing specific tasks or activities (e.g., negotiation, problem-solving, programming).

Other Characteristics

Personal attributes, attitudes, and traits that contribute to job success (e.g., resilience, adaptability, emotional intelligence).

Application in Industrial Psychology

Used in job analysis to define job roles and expectations.

Employee Selection

Helps in employee selection by aligning candidate capabilities with job demands.

Career Development

Guides career development by identifying areas for improvement and training needs.

Performance Management

Supports performance management by setting clear competency standards.