Organizational Psychology and Human Resource Management
Organizational Psychology and Human Resource Management, Certification in Organizational and Industrial Psychology From an HRM Professional. A Perfect Human Resource MGT Course.
The course Outline of “Organizational Psychology and Human Resource Management” is as follows. The course Includes Swift Lectures on the following topics covering major aspects of the topics.
- Introduction of Organizational Psychology
- Globalization of Industry
- Impact of Globalization
- How Diversity is Favoring Business?
- Importance of Ethical Development
- Job Satisfaction
- Basic Motivation of Employees
- Theories of Motivation (Maslow and More)
- ERG Theory of Motivation
- Emotional Intelligence (One Factor which contributes more than IQ)
- 9 Types of Intelligence (How you can assign tasks)
- Job Stress (300 Billion Dollars of Wastege)
- Personal and Professional Effects of Job Stress
- Power (Power Politics, Sources, Consequences, advantages)
- Politics (How and Why Politics Affect Organizations)
- Job Design (Factors of Greater Performance and Engagement)
- OBMOD (Model of Behaviour Modification)
- Four Leadership Styles in Organizations
- Leadership Theories in Organizations
Industrial and organizational psychology (I-O psychology) is the science of human behavior in the workplace. It is an applied discipline within psychology. Depending on the country or region, I-O psychology is also known as occupational psychology in the United Kingdom, organizational psychology in Australia and New Zealand, and work and organizational (WO) psychology throughout Europe and Brazil. Industrial, work, and organizational (IWO) psychology is the broader, more global term for science and profession.
I-O psychologists are trained in the scientist–practitioner model. As an applied field, the discipline involves both research and practice, and I-O psychologists apply psychological theories and principles to organizations and the individuals within them. They contribute to an organization’s success by improving job performance, well-being, motivation, job satisfaction, and the health and safety of employees.
An I-O psychologist researches employee behaviors and attitudes and how these can be improved through recruitment processes, training programs, feedback, and management systems. I-O psychology research and practice also includes the work–nonwork interfaces such as selecting and transitioning into a new career, retirement, and work-family conflict and balance.
I-O psychology is one of the 17 recognized professional specialties by the American Psychological Association (APA). In the United States, Division 14 of the APA represents the profession and is formally known as the Society for Industrial and Organizational Psychology (SIOP). Similar I-O psychology societies can be found in many countries. In 2009 The Alliance for Organizational psychology was formed and was a federation of Work, Industrial, & Organizational Psychology societies and “network partners” worldwide. The Declaration of Identify for the Alliance “aims to create a foundation of who Industrial, Work, and Organizational Psychologists (IWOPS) are, who their stakeholders and clients are, and what they can contribute to organizations to ensure high-performing and healthy workers.