PSY 10: Introduction to Industrial Psychology

PSY 10: Industrial Psychology

• This course is taught by Ms. Ann M. De Leon, MA, RPm, CHRA.
• Key information will be announced via Group Chat (Facebook Messenger).
• The lecturer will distribute handouts/reading via Google Drive

Class Information

• Classes start at 8:30 AM and include a short quiz to be held at 8:45 AM
• Class directory on Google Drive with a deadline of January 25
• Quiz Pad requires 1/4 size, at least 10 pieces of paper.
• Groupings will consist of groups of 4.

Grading

• 60% of the grade comes from Class Standing, 40% comes from the Major Exam
• Quizzes are 30%, occur after every topic/before new lesson
• Group/Class Participation is 10%
• Projects are 15%
• Attendance and behavior are 5%

Major Exams

• Exams have 100 items
• Midterms are March 10-13
• Finals are May 12-15
• A learning quiz before each major exam will be held

Projects

• Midterm project will be an individual resume and cover letter
• Finals project will be a class training session

Resume & Cover Letter Specs

• The cover letter and resume should be printed on A4 size bond paper
• The resume and cover letter should not be more than 3 pages total, 1 for cover and 1-2 for resume.
• Choose a real job advertisement to pattern the cover letter and resume after and include the advertisement in the project submission
• May be postdated if certifications are already obtained
• Include a 2x2 picture in business/formal attire.
• Project submission is from March 3-6, 2025.

Training Session Specs

• Create a simple training outline divided into 4 different sections including: Icebreaker, Workshop Proper, Discussion, Conclusion & Evaluation.
• Include logistics and budget in the plan
• Considerations for the plan are, where it is conducted, when, who is involved, facilitators, and budget
• The training session is the week before the final exam (May 7, 2025) and runs for 2.5 hours during class schedule.
• The session should "Establish a Professional Image & Employment Readiness"

Course Outline: Week 1

• The first area of study is the definition of Industrial Psychology
• One question for Industrial Psychologists is, what differentiates Industrial Psychology, Industrial-Organizational Psychology, Human Resource Management, and Human Resource Development?
• Studying industrial psychology is essential

Course Outline: Week 2

• Organizational Theories and Organizational Structure are key concepts
• Classical, neo-classical and modern organizational theories are compared
• Contingency Theory, Motivation Theory and Open Systems Theory are concepts within organizational theories
• Visual representations of organizational structures and how they differ are also important

Course Outline: Week 3

• Job Analysis, Job Design, Job Description and Job Evaluation are critical
• How job analysis is important across HR functions is important

Course Outline: Weeks 4-5

• Human Resource Management and Strategic Human Resource Management are key
• There are different Human Resources Management functions
• Some examples are recruitment, selection, compensation and benefits, performance monitoring and evaluation
• Knowing what an employee should know and the things to look for is important
• Grasping the rationale behind and differences between Strategic HRM and HRM is essential

Course Outline: Weeks 6-7

• Human Resource Development and Organizational Culture
• The functions of Human Resource Development are different
• Examples of Human Resource Development include Training, Career Development, Talent Management, and Employee Engagement
• How organizations carry out changes and how the culture affects it

Course Outline: Week 8

• Organizational Development is essential
• The differences between organizational development and organizational transformation
• Interventions in organizational development

Course Outline: Week 9 - 10

• Team Dynamics examination in the Midterm Examination
• Identifying how teams are developed
• What are the different mechanisms involving team dynamics?

Course Outline: Week 11

• Leadership is essential
• What different kinds of Leaders emerge in a corporate setting?
• Leadership Theories and how to assess effective leaders

Course Outline: Week 12

• Organizational Communication is key
• Communication is crucial in an organization
• There are multiple channels of communication

Course Outline: Week 13

• Employee Motivation is crucial
• There are different theories and concepts that impact employee motivation
• Understanding these theories and concepts can ensure employees stay motivated

Course Outline: Week 14

• Topics include job Satisfaction, Commitment, Stress Management
• What makes employees satisfied and committed to work
• Different theories and mechanisms that keep employees committed and satisfied

Course Outline: Week 15

• PH Labor Laws Overview and potential Legal Issues
• Common Labor Laws in the philippines that every worker should know
• Various legal issues presentable in an organization
• Study Business Strategy and elements

Course Outline: Week 16

• CHRA (Certified Human Resource Associate) Review
• RPm Licensure Exam Pointers in Industrial Psychology are covered

Course Outline: Week 17-18

• Week 17 is dedicated to course completion
• Week 18 involves completing the Finals Examination

Industrial-Organizational Psychology defined

• Applications of psychological principles, theories, and research inside the workplace

Industrial/Organizational Psychology

• Involves matching employees to their job
• Using psychological principles to select employees and evaluate job performance
• Focuses on making workers more productive
• Considers how management styles and environment influence motivation, satisfaction, and productivity

Major Fields of IOP

• Industrial Approach: Focuses on determining the competencies needed to perform a job, staffing the organization with employees who have those competencies, and increasing those competencies.
• Organizational Approach: Creates an organizational structure and culture that will motivate employees to perform well, give them the necessary information about their jobs, and provide working conditions that are safe and result in an enjoyable and satisfying work/life environment.

I/O Psychology vs HR

• I/O Psychology is a scientific discipline while HR is a management function
• I/O Psychology emphasizes research and scientific methods for policies, while HR focuses on implementation within organizations
• I/O Psychology deals with employee aspects individually and collectively, while HR deals with aspects of work and business
• I/O Psychology analyzes motivation, job satisfaction, and engagement; HR conducts recruitment, onboarding, and offboarding
• I/O Psychologists often work as consultants or researchers, while HR personnel mostly work within organizations.

HRM vs HRD

• HRM, or Human Resource Management, implies the management of people or employees in an organization. HRD, or Human Resource Development refers to sharpening skills and inherited knowledge of staff.
• HRM has a management nature, HRD is a component of Human Resource Management.
• Enhance employees by helping to refine skills and efficiency
• HRM focuses on the "people", HRD focuses on developing all employees as a single unit within the organization
• HRM is an independent function while HRD is a component, making it dependent on HRM.

Major Areas of IOP

• Training & Development: Programs that will enhance skills
• Work-Life: Creating Good Quality of Life (QOL) in the workplace
• Organizational Development: Organizational transformation through change
• Performance Management: Evaluation through different assessments
• Employee Selection: Recruitment and screening through tests & interviews
• Ergonomics: Securing a safe workplace for everyone

Areas of Specialization

• Career development
• Individual assessment
• Job evaluation and compensation
• Job/task analysis and classification
• Performance appraisal and feedback
• Personnel recruitment, selection and placement
• Training Theory, program design, and evaluation
• Work motivation
• Attitude theory, measurement, and change
• Health and stress in the organization
• Research methods
• Statistical methods/data analysis
• Criterion theory and development
• Human performance/human factors
• Judgment and decision-making
• Leadership and management
• Organization development
• Organization theory
• Small group theory and team processes
• Consumer behavior

Core Domains

• Assessment: Includes psychological tests, interviews, surveys and electronic sources.
• Intervention: Includes conducting needs assessments, designing and evaluating training programs, and developing organizational change techniques.
• Consultation: Constant interaction with different people.
• Supervision: The development and administration of psychological tests and appraisals.
• Research and Inquiry: Validate organizational interventions and process improvements.
• Consumer Protection: Disseminate sensitive and highly confidential information.
• Professional Development: Should stay up to date with the latest trends in the field.

IOP Key Characteristics

• The analysis of data and examining of differences in behavioral patterns, attitudes, and personalities of people in the organizations
• Scientific methods in human nature to resolve issues like employee conflicts

Why study this?

• To identify and explain relevant theories, models, concepts, and practices within the field of work.
• To become familiar with employment requirements, rights, and the laws surrounding them
• To effectively manage people in a future HR career.
• To gain ample knowledge about Industrial Psychology and other HR-related concepts, for board examinations and certifications.

Pre-World War I

• Joseph Wharton donated $100,000 to open the first school of professional management at the University of Pennsylvania in 1881.
• Walter Dill Scott published books on the psychology of advertising in 1903.
• Hugo Münsterberg, considered the "Father of Industrial Psychology"
• Münsterberg found the first application psychological results of his lab experiments
• Frederick Winslow Taylor advocated removing inefficiency and developed the 4 basic principals of management

World War I

• Army ALPHA (for those who can read)
• Army BETA (for those who cannot read)
• John Watson developed perceptual and motor tests for potential pilots serving in the army.
• Robert Yerkes proposed screening individuals with mental deficiencies and selecting those qualified to work in the army.
• Walter Dill Scott conducted performance evaluations of officers and prepared job specifications.

Between 1919 - 1940

• James McKeen Cattell edited several psychological journals and founded the Psychological Corporation
• Walter Bingham started the Divison of Applied Psychology and became a spokesperson for psychology

Between 1919 - 1940 (cont.)

• Elton Mayo conducted the "Hawthorne Studies," that heavily influenced industrial psychology
• Mayo recognized the need for employees to have supportive supervisors in the productivity of employees
• Thurstone and Likert were well known in the measurement of attitudes
• Kurt Lewin studied the effects of leadership styles and the use of participative management techniques

Beyond 1940

• In 1946, industrial psychologists formed Division 14 of the American Psychological Association and incorporated it as SIOP in 1983.
• HR professionals had to develop employee selection criteria in 1960 that were based on civil rights for equal employment opportunities.
• In 1962, the PAP (Psychological Association of the Philippines) was founded and devoted time to teaching psychology
• 1970s saw theories of employee satisfaction and motivation along with theories of human behavior

1980s and 1990s - 4 Major Changes

• The use of sophisticated techniques and analyses increased, like MANOVA (multivariate analysis of variance), t-tests and ANOVA (analysis of variance).
• Cognitive psychology was applied
• There was a clamor around the effects work had on the family life and leisure activities of employees that highlighted how work stress affects personal lives
• Efforts to improve employee selection increased

New Millennium

• Developed due to the increasing technological innovations available via widespread internet access
• Psychological tests
• Recruitment and selection
• Trainings
• Distance Education
• Video Conferencing/Meetings
• Work from home
• Flexible work schedules

PH Context

• Industrial-Organizational or IO Psychology defines how people think in the world of work, providing training via social scientific research and practice.
• Most Filipino IO psychologists practice as Human Resource pros
• Only half of HR practitioners in the Philippines in 2005 had formal behavioral training

PSY 10 introduces industrial psychology, taught by Ms. Ann M. De Leon. The class covers key topics with regular quizzes after each module. Grades are determined by class standing, major exams and projects.