Industrial Psychology Reviewer (Part 1)

Industrial Psychology

• The systematic study of human behavior in the workplace, focuses on factors impacting individual performance.
• Relies heavily on research & aims to apply findings to solve workplace problems.
• Emphasizes human engineering, finding ways to optimize manual tasks for efficiency and minimize effort waste.
• Previously known as economic psychology, business psychology, and employment psychology.
• Plays a vital role in creating a positive work environment, improving employee cooperation, job satisfaction, and overall productivity.

Scopes of Industrial Psychology

• Scientific selection of workers: Utilizes various tests like interviews and psychological assessments to determine suitability for specific roles, ensuring the right person is matched with the right job.
• Proper division of work: Divides tasks efficiently based on workers' skills and abilities, contributing to employee satisfaction and heightened productivity.
• Minimizing wastage of human effort: Studies psychological factors contributing to fatigue and workplace accidents and proposes solutions to prevent them.

Functional Job Analysis (7 Categories)

• Things: Refers to tools, assets, and equipment essential for the role.
• Data: Includes all knowledge, skills, and abilities required for the job, including performance and tool knowledge.
• People: Evaluates the candidate's personality and how well they fit the company culture, team, and leadership style.
• Worker instructions: Verifies the clarity, effectiveness, and appropriateness of work processes and expectations.
• Reasoning: Examines critical thinking in problem-solving and assesses the role's potential for employee input.
• Math: Essential for positions handling company accounts and finances, often requiring specialized certifications or degrees.
• Language: Ensures employees possess effective communication skills, both written and spoken.

O*NET OnLine

• A comprehensive database of occupational information developed by the U.S. Department of Labor.
• Provides detailed information on skills, abilities, knowledge, and interests for over 900 occupations.
• Offers career exploration tools, aiding in job searches, vocational guidance, and HR functions like job descriptions and training program development.

Outcomes Of Job Analysis

• Job description: Provides a detailed outline of job duties, responsibilities, required tools, and expected outcomes.
• Job specification: Defines required skills, knowledge, and qualifications for a specific position.

Selection Process: (Beyond Job Analysis)

• Reference checks: Verifies the candidate's qualifications, experience, and overall information.
• Final Selection: Carried out by interviewers, combining various assessments and evaluations.
• Medical Tests: Assess candidates' physical capabilities, ensuring they meet job requirements (e.g., stamina, hearing, vision).
• Placement: Assigning suitable candidates to their designated roles and workplaces..

Onboarding

• The period between job offer acceptance and the start date, focusing on engaging and preparing new hires.
• Involves communication, introducing the team, and other crucial steps to ensure a smooth transition into the role.

Recruitment Methods:

• Newspaper Ads: A declining recruitment method, overtaken by online platforms.
• Recruitment Agencies: Act as intermediaries between employers and job seekers, promoting efficient hiring processes.
• Employment Agencies: Offer temporary staffing and job placement services for both employers and job seekers.
• Executive Search Firms (Headhunters): A professional service that focuses on placing highly qualified individuals in senior management positions.
• Public Employment Agencies: Government-run organizations providing free job search assistance, career counseling, and resume preparation, particularly for blue-collar & clerical positions.