BPSYCH12

• Industrial Psychology is a course offered by the School of Teacher Education and Liberal Arts.
• The course code for Industrial Psychology is BPSYCH12A.
• The course description for Industrial Psychology includes course content, requirements, learning competencies, study schedule, licensure examination for psychometricians, and table of specifications.
• Chapter 1 of Industrial Psychology introduces the course and provides an overview of Industrial/Organizational Psychology.
• Major fields of Industrial/Organizational Psychology are discussed in Chapter 1.
• The detailed schedule of the training includes all topics, subtopics and activities aligned with the objectives and delivery style.
• The person in charge of the training is identified.
• The content timeline template is followed for the training.
• The content and timeline of the training are being developed by the trainer.
• The total number of hours for the training is indicated.
• More than one row can be added to the content timeline if there are planned more topics to share with the mentees.
• The Science and Practice of Industrial/Organizational Psychology is discussed in Chapter 1.
• The Past, Present, and Future of Industrial/Organizational Psychology is discussed in Chapter 1.
• Research in Industrial/Organizational Psychology is discussed in Chapter 1.
• Ethics in Industrial/Organizational Psychology is discussed in Chapter 1.
• Job Analysis is discussed in Chapter 2 of Industrial Psychology.
• Job Evaluation is discussed in Chapter 2 of Industrial Psychology.
• Performance appraisal is the formalized means of assessing worker performance in comparison to certain established organizational standards.
• Performance appraisal is used in training-needs analysis.
• Performance appraisal can provide useful information about an organization’s strengths and weaknesses.
• Performance appraisal is used in making termination decisions.
• Performance appraisal process consists of the evaluation of the employee’s performance (his duties and responsibilities) over a given period of time by his immediate supervisor and according to predetermined criteria.
• Performance appraisal is used in making promotion decisions.
• Performance appraisal synonyms include performance rating, efficiency rating, merit rating, service rating, personnel rating, employee evaluation, performance review, etc.
• The most important use of performance evaluation is to improve employee performance by providing feedback about what employees are doing right and wrong.
• Job performance is the competence with which employees behave or perform tasks that are relevant to the organization.
• Performance appraisal is used for personnel research.
• Performance appraisal is used to determine salary increases.
• By doing the job, the analyst gains insight into the nature of the job tasks and how the job tasks interrelate.
• Human Resource Planning is discussed in Chapter 3 of Industrial Psychology.
• Observing employees can provide insights into the context in which job tasks are performed.
• In practice, multiple ways are often used so that the limitations of one are offset by the strengths of another.
• Each of the four techniques has its own set of advantages and limitations in providing a picture of what a job is like.
• A job analyst might do the job to get a feel for the context of the job and then administer questionnaires to get detailed information from a wide cross section of employees with the same job title.
• Interviewing employees is a popular way to collect information about jobs.
• Administering a questionnaire is the most efficient means of collecting job analysis information.
• Employee Recruitment is discussed in Chapter 3 of Industrial Psychology.
• Employee Screening is discussed in Chapter 3 of Industrial Psychology.
• Employee Selection and Placement is discussed in Chapter 3 of Industrial Psychology.
• Job Search Skills is discussed in Chapter 4 of Industrial Psychology.