¶ … industrial/organizational psychology provides the evidence-based framework for corporate training programs, as well as the methods used to evaluate the success of those programs. Industrial/organizational psychologists can help organizations improve their current human resources strategies and make changes that can help promote organizational goals. Analyzing job roles, recruiting, and training all involve firm understanding of the principles of industrial/organizational psychology. The industrial/organizational psychologist "researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems," (Society for Industrial and Organizational Psychology, 2016). Because each organization will have different values, missions, and goals, their training programs will vary accordingly. There is no one-size-fits-all approach, but there are ways to ensure that a training program works to meet the specifications of its leaders and stakeholders. According to Training magazine's annual list of the top 125 training programs, Jiffy Lube and Keller Williams Realty boasted the most successful training programs in 2014 ("Training Top 125," 2014). Factors that determine rankings are similar to those used to measure training program outcomes from an industrial/organizational psychology perspective. Business objectives are a crucial measure, as a training program is only as effective as it is with helping the company...
Those goals could include profit margin increases, sales order increases, or expansions. Other issues that are taken into account when evaluating the training programs include the ratio of trainers to trainees, and the presence or absence of leadership development and mentoring programs. Leadership development and mentoring programs help to ensure the future of the organization, preventing it from stagnating as the next generation of leaders can identify weaknesses and help the company grow. Other issues include measurable like employee turnover and retention rates, and the total budget allocated to the training program versus its results.
Organizational Psychology Recommend at least two strategies to create alliances between your selected virtual organization and its networked internal and external stakeholders. The best approaches are to focus on various kinds of strategies to include: enhancing communication and conducting community related events. In the case of enhancing communication, this will occur through having different mediums that will allow external stakeholders to speak to anyone inside The Elias Group. This means that the
training program for eye movement desensitization and reprocessing (EMDR) used by the Department of Veterans Affairs because it had been found that there were few personnel who could deal with the high number of cases of post-traumatic stress disorder (PTSD). One main point of the article is that PTSD is common among veterans who seek help with the Department of Veterans Affairs. Another main point is that Department of
adolescents lack the necessary skills needed for solving-problems, self-esteem, and communication skills (Fertman & Linden, 1999; Sullivan & Larson, 2010). Moreover, adolescents tend to lack self-esteem, motivation, moral value, and a positive outlook on life (Sullivan & Larson, 2010). However, to be competitive in the world of business, adolescents must learn and be trained on way to effectively manage their emotions. Moreover, James Heckman states that investing in children's
Industrial/organizational Psychology deals with the human component of organizations as well as clarifying primary motivational drives together with implications of people, socially, that work at the same place within a setting of an organization. Its research as well as the way it is being applied tries to put up characteristic human nature to be a way of efficiency and productivity in the process of facilitating environment which is conducive and
job analysis is a vital part of any organization. It provides not only a clear description of what employees should be doing during their work hours, but also offers a clear guideline when hiring new employees and determining where the organization should be heading in its operations. A job analysis has various goals, including the writing of a job description, selection of employees, performance evaluation, and training requirements. When the
Applying Organizational Psychology Organizational Recruitment Recruitment is the procedure of seeking out prospects for work and encouraging them to get employment within the organization. Recruitment is the task that connects the companies and the potential candidates. It is a procedure of searching for and drawing in capable candidates for work. The procedure starts when brand-new employees are explored and ends when their applications are given to the company. The outcome is a
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