IO PSYCH_1

• Top 10 trends in the workplace

  • Rethinking the employee experience of remote workers
  • Best practices for managing a hybrid workforce
  • Managing the transition into the post-pandemic world
  • Ensuring inclusive environments and cultures
  • Talent attraction and retention in a candidate-driven market
  • Reshaping work to address employee's mental health
  • Revisiting people's strategies in times of economic uncertainty
  • Psychological safety in the workplace
  • Leadership development and coaching
  • Integrating work, life and family
• Litigious environment


  • Demands qualified managers to balance business, legal, and ethical concerns
• Downsizing


  The process of minimizing the size of workforce by removing the employment of employees
• Downsizing


  Nagbabawas ng tao
• Delayering

  The process of removing layers of management in order to improve organizational efficiency
• Decentralization


  The transfer of control of an activity or organization to several local offices or authorities rather than one single one
• Decentralization


  • Centralized - the decision of INC comes from the head
• Experiences waves of organizational change programs: TQM, performance management, business process re-engineering, etc.
• Globalization of Business: adapting to cultures, systems, and techniques different from local country
• Human Resource Information Systems (HRIS)

  Allow HRM professionals to better facilitate human resource plans, make decisions faster, clearly define jobs, evaluate performance, and provide cost-effective benefits that employees want

  
• 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 their jobs to gain time for leisure or family. Many Gen Xers (born 1965-1980) and Gen Yers (born 1982-early 2000s), whole passionate about their careers, won't sacrifice family and leisure for their career
• Outsourcing: large organizations hire outside firm to handle payroll, insurance and benefits, and even recruitment and selection
• Employment under constant threat: part-time work, contractualization, temps, and interims
• HR Practices in the era of austerity
• Corporate Social Responsibility (CSR)


  The equitable treatment of all stakeholders (employees, suppliers, customers, owners, investors, and the community) without sacrificing the needs of one group for the success of another
• It is the idea of triple bottom line – financial success, concern for the environment, and concern for human rights
• Human Resource


  The people that an organization employs to carry out various jobs, tasks, and functions in exchange for wages, salaries, and other rewards
• Human Resource Management


  The comprehensive set of managerial activities and tasks concerned with developing and maintaining a qualified workforce in ways that contribute to organizational effectiveness
• Human Resource Development


  • Individual Development
  • Career Development
  • Organization Development
• Human Resource Management


  • Union/Labor Relations
  • Employee Assistance
  • Compensation/Benefits
  • Human Resource Information Systems
  • Selection & Staffing
  • Human Resource Planning
  • Organization / Job Design

  
• Human Resource Management Functions

  • Analysis and design of work
  • Recruitment and Selection
  • Training and Development
  • Performance Management
  • Compensation and Benefits
  • Employee Relations
  • Personnel Policies
  • Employee data and information systems
  • Compliance with laws
  • Support for strategy

  
• People spend more time at their jobs than any other activity in life. If people are happy and productive at their work, this can have a spill-over effect on their lives
• I/O psychologists can also improve the quality of life of everyone in society by increasing employee effectiveness, which reduces the cost of goods sold by improving product quality
• Industrial/Organizational (I/O) Psychology


  A branch of psychology that applies the principles of psychology to the workplace
• Purpose of I/O Psychology

  To enhance the dignity and performance of human beings and the organizations they work in, by advancing the science and knowledge of human behavior
• Industrial Psychology


  Tends to make management perspective or organizational efficiency through the appropriate use of human resources
• Organizational Psychology


  Developed from the human relations movement in organizations and focuses more on the individual employee
• Organizational Psychology


  • Employee attitudes, employee behavior, job stress, and supervisory practices
• Personnel Psychology


  Include such areas as analyzing jobs, recruiting applicants, selecting employees, determining salary levels, training employees, and evaluating employee performance
• Organizational Psychology


  Concerned With the issues of leadership, job satisfaction, employee motivation, organizational communication, conflict management, organizational change, and group process within an organization
• Human Factors/Ergonomics


  A field of study concentrating on the interaction between humans and machines
• I/O psychologist pose questions to guide their investigations and then use the scientific method to obtain answers
• The professional side of I/O psychology is concerned with the application of knowledge to real problems in the world of work
• Adam Smith


  Studied the capitalistic order of production and concluded that rational self-interest and the division of labor was the way to create wealth
• Karl Marx


  Maintained that because the worker does not own the means of production, he is likely to be exploited for the benefit of the owners
• Francis Galton


  His statistical methods were an important part of a major contribution of I/O psychology: testing and selection of people for jobs
• Hugo Munsterberg


  Considered as the "Father of Industrial Psychology", interested in the selection of employees and the use of new psychological tests
• Walter Dill Scott


  Pioneered the use of psychological principles to produce more effective advertisements, classified and placed enlistees, conduced performance evaluations of officers, and developed and prepared job duties and qualifications for over 500 jobs during WW1