Assume the role of an I-O consultant who has been brought in to speak with a management team by the human resources department of a potential client

Capella University Psychology Practices in Personnel and Human Resource Management

Assume the role of an I-O consultant who has been brought in to speak with a management team by the human resources department of a potential client. Create a 12–15-slide PowerPoint presentation integrating I-O psychology theory and scientific evidence in a business-friendly way to promote your services to the management team.For this assessment, you will assume the role of an I-O consultant who has been brought in to speak with a management team by the human resources department of a potential client. You will create a 12–15-slide PowerPoint presentation integrating I-O psychology theory and scientific evidence in a business-friendly way to promote your services to the management team.Show Less The ability to explain I-O psychology in a business-friendly way to business executives brings an I-O psychologist down out of the “ivory tower” and onto the same playing field as a business person. When you can speak the language of business instead of the language of psychology with your business clients, it is much easier to do your job.

 

 

 

For this assessment, examine the following scenario:To complete this assessment, create a 12–15-slide PowerPoint presentation for the management board, integrating I-O psychology theory and scientific evidence in a business-friendly way to support what you propose will be important in substantiating the credibility of your approach.

 

REQUIREMENTS

 

Include the following in your presentation:Include 8–10 peer-reviewed I-O psychology resources within your detailed speaker’s notes.

 

ADDITIONAL REQUIREMENTS

 

Suggested Sources if needed:

 

A growing manufacturing firm is making the leap from a relatively small organization to a medium-sized one, by transitioning into federal government contracting. In order to qualify as a recognized vendor, the company must increase the diversity of its workforce.

 

Because the organization’s current human resources department is inadequate to address the situation, one of the directors suggests that an I-O psychologist be consulted to facilitate understanding of the challenges associated with creating a more diverse workforce. Some directors are skeptical that consulting an I-O psychologist is necessary, while others are unfamiliar with what I-O psychologists even do. Others believe they should simply consult a traditional human resource management (HRM) professional.

 

A decision is made to conduct an initial interview with you, an I-O psychologist, to gather more information on how an I-O psychologist could help the organization make this transition. Management representatives also want to gather ideas on what the company should do to increase its workforce diversity. Your job is to promote your services to the firm, by demonstrating how an I-O psychologist can assist them.

 

Perform an analysis showing how your services will help the organization’s bottom line. Balance the costs of your services with the expected gains from it to demonstrate the return on investment (ROI).

 

Compare your role as an I-O psychologist with that of HRM professional in addressing this organization’s needs. Consider:

 

Education and training.

Skill sets.

Competencies.

Approaches.

Professional Associations.(Explain the role of SIOP and SHRM in terms of how a professional organization supports these roles).

Tools and methods: You can include recommendations and support for the use of existing organizational measurement instruments (such as already published, validated instruments and surveys).

Examine an I-O psychology instrument that you wish to employ that would help you assess the situation facing the company.

Include a preface that addresses its appropriateness.

If it is a commercially available instrument, be sure to also look it up in the Mental Measurements Yearbook in the Capella library, to assess its suitability for the intended purpose.

Provide reliability and validity data to support the instrument’s use. Be sure to connect this instrument to the purpose of understanding the workforce in order to make recommendations for increasing diversity.

Analyze an approach that the organization could employ to address its human resources challenge. Support your choice with relevant I-O psychology research and theory.

Demonstrate how your approach could help the organization’s HRM ensure fairness and compliance with diversity regulations, as well as the organization’s return on investment.

Written Communication: Written communication should be free of errors that detract from the overall message.

APA Formatting: Resources and in-text citations should be formatted according to current APA style and formatting.

Number of Resources: 8–10 peer-reviewed resources.

Length: 12–15 slides, with speaker’s notes.

Explore Benefits and Advantages of SIOP and SHRM Membership

 

Applications of Psychology in HR Management

 

The I-O Psychologist Role

 

Society for Human Resource Management (SHRM). Become a SHRM Student Member. Retrieved from https://www.shrm.org/communities/student-resources…

Society for Industrial and Organizational Psychology, Inc. (n.d.). What value does SIOP membership provide? Retrieved from http://www.siop.org/benefits/

Society for Industrial and Organizational Psychology (n.d.). Interested in Joining SIOP? Retrieved from http://www.siop.org/joinsiop.aspx

Society for Industrial and Organizational Psychology (n.d.). Student Membership Benefits. Retrieved from https://www.shrm.org/Communities/student-resources…

Blustein, D. L. (2008). The role of work in psychological health and well-being: A conceptual, historical, and public policy perspective. American Psychologist, 63(4), 228–240.

Boudreau, J. W. (2012). Strategic industrial-organizational psychology lies beyond HR. Industrial & Organizational Psychology, 5(1), 86–91.

Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Upper Saddle River, NJ: Prentice Hall.

Chapter 1, “Organizations, Work, and Applied Psychology.”

Chapter 3, “People, Decisions, and the Systems Approach.”

Chapter 5, “Performance Management.”

Chapter 6, “Measuring and Interpreting Individual Differences.”

Chapter 9, “Analyzing Jobs and Work.”

Chapter 10, “Strategic Workforce Planning.”

Industrial Versus Organizational Aspects of I-O Psychology | Transcript

Avedon, M., & Grabow, K. (2010). Professional identity: Organizational psychologists as chief human resource executives. Industrial & Organizational Psychology, 3(3), 266–268.