IOPS 211 Past Paper PDF

IOPS 211 Study unit 1 DEFINE PERSONNEL/INDUSRIAL PSYCHOLOGY Is an applied discipline that focuses on individual differences in behaviour and job performance and on methods of scientifically measuring and predicting such differences to enhance the quality of personnel decisions. DIFERNTIATITE BWTWEE...

IOPS 211 Study unit 1 DEFINE PERSONNEL/INDUSRIAL PSYCHOLOGY Is an applied discipline that focuses on individual differences in behaviour and job performance and on methods of scientifically measuring and predicting such differences to enhance the quality of personnel decisions. DIFERNTIATITE BWTWEEN INDUSTRAL PSYTCHOLOGY AND HUMAN RESOURE MANAGEMENT; INDUSRIAL PSYCHOLOGIST I/O psychologists generate research that informs the practice of human resource management.I/O psychologists are professionally trained and registered as psychologists with the HPCSA in an area of specialization.  Fulfills a professional role and operate in one of many fields of application of their science.  Acts as internal/external consultants for management and human resource management.  Primary role is to diagnose and intervene  Anchor mainly theoretical knowledge and research expertise.  Knowledge is based on industrial or personnel psychology,organizational psychology ,general psychology ,personality psychology, social psychology ,sociology, anthropology and economic science. HUMAN RESOURE PRACTITIONER : HR Practitioner may or may not be professionally registered with a professional body such as SABPP(South African Board for People Practices)  Responsible for the organizations effective daily utilization and management of human resource through implementation of behavioral science knowledge  Design and implement systems ,practices and policies to improve the general effectiveness of the organization within the strategy of the business.  Knowledge based is on industrial or personnel psychology ,management sciences and labour laws. DISCUSS THE MAJOR FIELDS OF INDUSTRIAL PSYCHOLOGY  Organizational Psychology Scientific study of individual, teams, and organizational behavior. Key Areas:Leadership, motivation, job satisfaction, organizational culture, and change management. Application: Enhancing productivity, improving employee morale, and fostering effective communication within organization  Employment Relations Scientific study of behavioral dynamics underpinning the labor relationship in a legal context. - Conflict resolution, negotiation, labor laws, union-management relations, and employee rights. -Mediating disputes, developing fair labor practices, and ensuring compliance with labor regulations to maintain harmonious workplace relationships.  Ergonomics (Human Factors) Scientific study of human factors in the workplace. - Workplace design, equipment usability, safety, and human- machine interaction. - Designing workspace and tools that enhance productivity, reduce fatigue, and prevent injuries, thereby improving overall workplace efficiency and safety.  Career Psychology Scientific study of individual vocational behavior. - Career development, career choice, job satisfaction, work-life balance, and vocational counseling. - Assisting individuals in making informed career decisions, planning career paths, and achieving job satisfaction and career fulfillment.  Personnel Psychology Scientific study of individual differences in the workplace. Recruitment, selection, performance appraisal, training and development, and employee retention. Developing fair and effective hiring practices, creating performance evaluation systems, and designing training programs to enhance employee skills and job performance  Psychometrics Scientific study of individuals' psychological assessment. Test development, validation, and administration, including personality tests, aptitude tests, and intelligence tests. Assessing candidate suitability for jobs, evaluating employee potential, and guiding career development through accurate and reliable psychological testing. Consumer Psychology ;Scientific study of consumer behavior. - Consumer decision-making processes, brand loyalty, advertising effectiveness, and market segmentation. - Developing marketing strategies, understanding consumer needs and preferences, and improving product design to enhance customer satisfaction and loyalty. DISCUSS THE IMPORTANCE OF LICENCING AND CERTIFICATION OF PSYCHOLOGISTS 1. Regulation: The Health Professions Council of South Africa (HPCSA) regulates the practice of psychology, ensuring that only licensed psychologists can practice. 2. Quality control: Certification by the HPCSA ensures that psychologists meet specific education, training, and experience requirements, guaranteeing a level of competence. 3. Public protection: Licensing and certification safeguard the public by preventing unqualified individuals from practicing psychology. 4. Professional standards: Certification promotes adherence to ethical guidelines and professional standards, enhancing the credibility of psychology as a profession. 5. Specialization: Certification in specialized areas like clinical psychology, counseling psychology, or neuropsychology recognizes expertise and ensures psychologists stay updated with best practices. 6. Employability: License and certification facilitate employment and mobility across provinces or countries, recognizing psychologists' qualifications and expertise. 7. Continuing professional development: Certification requires ongoing education and training, ensuring psychologists stay current with research and best practices, enhancing their skills and knowledge. In South Africa, licensing and certification are essential for psychologists to practice legally, ethically, and effectively, ensuring public trust and confidence in the profession. HISTORY OF PSYCHOLOGIST AND CONTRIBUTION OF I/O PSYCHOLOGY.  The discipline of I/O psychology has developed history of approximately 100 years.The fields roots can be traced back to 1876 with the beginning of psychology as a science when Wilhelm Wundt founded one of the First psychological laboratories in Leipzig ,Germany Wundt trained in the Mid- 1880s when two psychologists , Hugo Musterberg and James McKeen Cattell,had a major influence on the emergence of I/O psychology as a field of study.  Father of industrial psychology-Hugo Munsterberg was particularly  interested in applying traditional methods of psychology to practical industrial problems.  Scott,was the first person to apply psychological principles in advertisements ,personnel selection and management issues.  Walter Van Dyke Gingham ,was involved in the development of methods for selection and training for sales personnel.  These two industrial psychologists were also involved in the testing and placement of army recruits when United State entered WW1 IN 1917.  Marion Bills, Elsie Bergman ,Lilian Gilbreth and Mary Hayes stand out as four women psychologists who contributed the most to the development of I/O psychology from 1917 to approximately 1947.  These four pioneers involvement in the field of primarily personnel psychology entails scientific management practice ,the application of psychology in industry and professional services. JOB ANALYSIS is a systematic study of tasks ,duties and responsibilities of the job and the knowledge ,skills and abilities needed to perform it. PRODUCTS OF JOB ANALYSIS INFROMATION JOB DESRIPTION - a brief ,two to five page summary of the tasks and job requirements found in the job analysis. TITLE - a clear statement that describes the nature of the job and is all that is required LOCATION : department ,establishment ,the name of the organization. RESPONSIBLE TO: The job title of the supervisor to whom the member of staff report to. RESPONSILBE FOR : job title of members of stuff who report directly into the job-holder ,IF ANY. MAIN PURPOSE OF THE JOB- a short summary statement indicating the overall objective and purpose of the job, such as Responsibilities / Duties / Work Activities- Specific tasks and responsibilities that an employee is expected to perform. Work Performance- The standards and criteria used to evaluate how well an employee performs their job duties. LOCATION -Department ,establishment that the name of the organization TOOLS AND EQUIPMENT USED-This section contains a list of all the tools and equipment used to perform the work activities. JOB SPECIFICATION- Provides information about the human characteristics JOB EVALUTION ; Formal assessment AND systematic comparison of the relative value or worth of a job to a organization with the aim of determining appropriate compensation ,or reward AND remuneration PERFORMANCE CRITERIA -a job analysis helps outline performance criteria ,which are means for evaluating a worker’s success in performing a job once the specific elements of a job are known ,it is easier to develop the means to assess levels of successful or unsuccessful performance Discuss employment equity legislation and job description; In term of the South African Employment Equity Act 55 of 1998 Discuss the job analysis process STEP 1 - Identifying tasks performed ,what the job entails ,what equipment is used or needed ( STEP 2 -Writing task statement specific about what is needed from the task. STEP 3- Rating task statements,rated by SME (subject matter expert) order of importance. Step 4: Determining essential KSAO: Determine competencies Step 5: Selecting tests to measure KSAO’s: Determine different ways to measure this. Types of job analysis Task oriented job analysis Worker oriented This begins with a statement This approach focuses on the with the actual task as well as attributes of the worker what is accomplished by those necessary to accomplish the tasks tasks Discuss the collecting of job data; Types of Job data Agent or source Validity and information Reliability of job analysis data Work activities Job incumbents, Job analysis data Work performance supervisors and may not always be Job context professional job accurate, this may Machines, tools & analysts were be due to unrelated equipment traditionally the most job content. E.g. job Personnel important source of satisfaction/ requirements job information organizational commitment Discuss the general data collection methods Observations: *Interviews: *Critical incidents and job or work diaries *Questionnaires/ surveys *Existing data Name and discuss the specific job analysis techniques; Methods providing general information about worker activities: Discuss computer based job analysis Time and Convenience Efficiency : Facilitating vocational counselling and long-term strategic human resource planning Define recruitment; Discuss the sources of recruitment ; Inside moonlighting and Head-hunting contracting: Smaller projects, by Refers to recruitment of top which the employee receives professional people through payment in the form of a bonus. specialized agencies. Skills inventories and career development systems A skills inventory is record system listing employees with specific skills.Career development systems develop the skills and knowledge of employees to prepare them for a career development Identify how applicants can be attracted using various recruitment methods  Discuss the importance of carefully screening and shortlisting candidates The careful testing and screening of job candidates are important because they lead to quality decisions that ultimately contribute to improved employee and organizational performance. Define placement; is the process of assigning workers to appropriate jobs after they been hired. This occurs after recruitment and selection; the individual is then placed. Discuss affirmative action considerations in recruitment, screening and selection; Discuss the issues of fairness, adverse impact and bias in selection decision-making. Fairness and bias Adverse impact  Fairness and culture : Culture addresses the extent to which test-maker has had an opportunity to become familiar with the subject matter or processes required by a test items.  Measure of test bias:  The quest for culture -fair tests : Legal framework - Discuss the various purposes of reward and remuneration; Recruiting high quality employees and retaining their services in the organisation: Prospective  -employees compare pay scales and will most likely choose those jobs that offers higher salary.Employees expect to be treated fairly by employers ,and a part of this perception of  fairness is influenced by the equity that exists in the compensation system. Ensuring fairness  An organization can establish fairness in the pay structure by ensuring internal equity through job evaluation and ensuring external equity is a comparison of jobs in an organization in order to determine their contribution to the organizational goals. Ensuring legal compliance  The basic conditions of emplyements act 75 of 1997as well as the basic conditions of employment s Amendent Act 11 of 2002. compensation consists of more than money ,so these acts affect components of compensation such as leave ,overtime pay and minimum pay levels. Controlling labour costs  Employee remuneration is often one of the main cost items in the organizational budgets.Ensuring a sustained profitability means creating and implementing a compensation strategy that will keep labour costs as low as possible Motivate staff  Rewards and remuneration systems are often used to direct effort and determination in specific directions and to encourage particular types of employees Discuss the factors in the external and internal environment that influence the compensation of workers; Discuss the reward system; Discuss the steps involved in establishing pay rates  Discuss various job evaluation methods; Discuss the various elements of remuneration Discuss new trends in reward and remuneration. STUDY UNIT 5 Discuss the performance management cycle, and give a diagrammatic exposition thereof PERFORMANACE MANAGEMENT CYCLE Performance Implementation Results assessment planning phase phase phase This phase refers to This is on-going This occurs at the the confirmation of throughout the end of the business goals. performance period. performance period. Identifying applicable Informal feedback Results are performance criteria. and coaching. evaluated according to expectations. Explain the phases of developing a performance appraisal system, and give an diagrammatic exposition thereof; Differentiate between various performance appraisal methods; Discuss the raters of performance; Evaluate the factors that influence performance appraisals Discuss the different approaches to performance appraisal interviews Discuss performance appraisal and legislation.