Industrial /
Organizational Psychology
(also I/O Psychology, Organizational Development,
Organizational Psychology, or Industrial Psychology)
“The scientific study of the workplace. Rigor and methods of
psychology are applied to issues of critical relevance to business,
including talent management, coaching, assessment, selection,
training, organizational development, performance, and work-life
balance.”
- www.siop.org
Organizational
Development
(also Organizational Effectiveness, OD, OE)
Organization-wide initiatives to help companies to be more effective
through organizational reflection, analysis, planning, and system
improvement. OD is sometimes structured within Human Resources or as
a separate department. By using behavioral science knowledge and
principles, talent management, succession planning, and competency
modeling.
360 Degree Feedback
(also 360, multi-rater feedback)
A method for collecting data about a person from different
perspectives, usually that of self, manager, peers, and direct
reports. Information is collected through survey or one-on-one
interview and then feedback to the individual as a tool for
development.
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Affirmative Action
Affirmative action efforts are meant to ensure that members of all
demographic groups receive equal employment opportunities in order
to avoid discrimination in the workplace.
Groups
Groups are extremely important in today's workplace. In order to be
defined as a group, the members need to be trying to achieve the
same goal.
Job Analysis
A job analysis is useful for describing what someone does at a
particular job. It also helps in placing people in similar salaries,
types of tests and performance appraisals.
Performance Appraisals
Performance appraisals focus on evaluation of job incumbents to
assess employees' strengths and weaknesses and to identify
appropriate pay raises.
Validity
The accuracy of a measurement instrument. This helps tell if you are
predicting what you want to predict. Unfortunately there can be many
threats to your accuracy of measurement.
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