Table of Specification (TOS) for Industrial Psychology (Proposed):

1. Describe and analyze the goals and process of employee selection, its major considerations and principles, tools, and methods (20% / 20 items)

2. Explain the purpose and process of employee training and development, and apply the procedural steps and mechanics, principles, and major considerations, strategies, and methods (20% / 20 items)

3. Describe the nature and rationale of performance management, the process and systems of performance evaluation, its underlying principles, major considerations, strategies, and methods (15% / 15 items)

4. Apply the major theories of motivation in designing and administering rewards and compensation systems (15% / 15 items)

5. Apply the basic theories of team dynamic and leadership in management and organizational development, particularly in achieving productivity and peak performance (15% / 15 items)

6. Describe and analyze the strategies of Human Resource Management and identify or differentiate the various functional units in a Human Resource Management (10% / 10 items)

7. Recognize and identify issues pertinent to values, work-life balance and well-being in the workplace and their implications to I/O Psychology (10% / 10 items)

• Love: adult bonds of love are more satisfying when marked by similarity of interests and values, a sharing emotional and material support, and intimate self-disclosure

• Work: work can provide us with a sense of identity, competence, and opportunities for accomplishment. This is why challenging and interesting occupations enhance people’s happiness

Recent Challenges to Organizations

• Litigious Environment: demands qualified managers to balance business, legal, and ethical concerns

  • We need to careful of practices because of labor laws.

• Due to intense competition, organizations have been downsized, delayered, and decentralized

  • Downsizing: firing people

  • Delayering: remove a layer in the organizational chart (to save money)

  • Decentralization: empower branches to make decisions

• Experience waves of organizational change programs: TQM (total quality management), performance management, business process re-engineering, etc.

• Globalization of Business: adapting to cultures, systems, and techniques different from local country

  • Complex Workforce: landmine for conflict to happen

• Human Resource Information System (HRIS): allows HRM professionals to better facilitate human resource planes, make decisions faster, clearly define jobs, evaluate performance and provide cost effective benefits that employees want

  • 201 File: folder where you include everything about a person

    • should be kept securely

    • not all HR people can access

• Blurred Boundaries Between Home and Work: away from the workplace, mediated by technology. Organizations are asking employees to put in longer hours

• Work-Life Balance: Organizations that fail to help their people achieve work/life balance will find it increasingly hard to attract and retain the most capable and motivated employees.

• Work Attitudes Have Shifted: workers are more willing to leave jobs to gain time for leisure or family. Many Generations Xers and Generation Yers while passionate about their careers, won’t sacrifice family and leisure for their career

  • Difference in Work Ethics

    • Boomers volunteer to do the work because they learn something new

    • New generation think about what they can gain

• Emergence of the Strategic Role of HR: top HR executive at most companies today has the VP position

  • Understand business strategy and HR are aligned with business strategy

• Outsourcing: large organizations hire outside firms to handle payroll, insurance and benefits, and even recruitment and selection

  • Accounting can be outsourced

• Employment under Constant Threat: part-time work, contractualization, temporary, and interims

  • There should be laws protecting people from ENDO or end of contract

  • If an employee has rendered 6 months, they must be made into a regular employee

  • Benefits

    • SSS: helps in retirement age (money to sustain yourself)

      • loans can be availed

      • depends on pay: bigger pay equals bigger contribution euqals bigger pension on a monthly basis

    • PhilHealth: for health concerns or hospital bills

    • PAG_IBIG: for housing; can avail housing loan

• HRM practices in an era of austerity

• Corporate Social Responsibility (CSR): A dominant topic in the 21st century, CSR is the equitable treatment of all stakeholders (employees, suppliers, customers, owners, investors, and the community) without sacrificing the needs of 1 group for the success of another (Reichman & Berry, 2012)

  • Triple Bottomline is needed to be hit

    • People: take care of own employees

    • Planet: “Are the raw materials or resources renewable?”

    • Profit: company should be profitable

  • It is the idea of a triple bottomline-financial success, concern for the environment and concern for human rights