Industrial psychology
-
Upload
mohammad-ehtisham-sarwar -
Category
Education
-
view
356 -
download
0
description
Transcript of Industrial psychology
![Page 1: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/1.jpg)
INDUSTRIAL PSYCHOLOGY
![Page 2: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/2.jpg)
INDUSTRIAL PSYCHOLOGY
The branch of psychology that investigates the psychology of the workplace.
![Page 3: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/3.jpg)
Major focus of interest
How best to fit the right person to a given job.
How best to fit the job to the person
![Page 4: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/4.jpg)
Major focus of interest
How best to fit the right person to a given job
What does “doing a good job,” mean? Personnel selection: How to select people who do
the job well? Training: How to train them so that they do the
job well?
![Page 5: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/5.jpg)
Major focus
How best to fit the job to the person? Quality of work life Job satisfaction Worker safety
![Page 6: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/6.jpg)
Fitting the right person to the job
It involves the following:a. Job analysisb. Personnel selectionc. Personnel trainingd. Worker’s motivation
![Page 7: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/7.jpg)
![Page 8: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/8.jpg)
a. Job analysis
• Job analysis is to prepare a specific description of a job. It encompasses the qualities and behaviours required of a person to do the job properly.• It is “the systematic study of the tasks, duties, and responsibilities of a job and the knowledge, skills, and abilities needed to perform it” (Riggio, 1990).•
![Page 9: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/9.jpg)
A complete job analysis is a two-step process
Step 1 Preparing a detailed description of
what a person to be selected for a particular job is expected to do.
• The job analysis has to be specific. Instead of stating general duties it
should describe actual behaviours that the person has to perform
![Page 10: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/10.jpg)
A complete job analysis is a two-step process
Determining the performance criteria needed for the proper performance of a job.
• The specified duties and responsibilities have to be translated into measurable personal characteristics.
![Page 11: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/11.jpg)
‘Hard’ Criteria and ‘Soft’ Criteria
Hard Criteria These are the objective criteria. These criteria are obtained from
the available data e.g. salary, number of units sold
![Page 12: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/12.jpg)
‘Hard’ Criteria and ‘Soft’ Criteria
Soft Criteria Soft criteria have a personal touch
and require a degree of judgment i.e., sense of humour, congeniality, creativity etc.
• For example the best student of your college may be selected on the basis of her grades, or herinteraction with fellow students, or both i.e., soft as well as hard criteria.
![Page 13: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/13.jpg)
b. Personnel Selection
Personnel selection includes: Devising ways of selecting the best applicant. Making decisions regarding retention. Making decisions regarding promotion. Making decisions regarding termination
![Page 14: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/14.jpg)
Personnel Selection: Functions of an Application Form
It can be a rough screening device. It can supplement, or provide cues
for, interviewing. The information contained in the
application form may be used as a predictor of future performance e.g. academic record and job history can be indicative of a person’s ability and potential.
![Page 15: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/15.jpg)
Personnel Selection: Employment Interview
Employment interviews can be structured or unstructured. Structured interviews are preferred
over the unstructured interviews. These consist of carefully phrased,
prescribed, uniform, and fixed-ordered questions for all applicants.
Structured interviews are considered more valid than the unstructured ones.
![Page 16: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/16.jpg)
Personnel selection: Use of Psychological Tests
At times the data obtained through application form and interviews may need to be supplemented by psychological assessment.
Intelligence, ability, aptitude, achievement, or personality tests may be used.
![Page 17: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/17.jpg)
c. Training the Selected Personnel
Proper training is a requirement and a partial guarantee that the selected person will do the job well
![Page 18: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/18.jpg)
Evaluating training Effectiveness
It can be done in various ways; Taking trainees’ ratings Assessment by the organization
i.e., measuring effectiveness with reference to training objectives
![Page 19: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/19.jpg)
d. Workers’ Motivation
Workers’ motivation affects efficiency and productivity of the organization.
A team comprising unmotivated workers will not be able to attain the desired goals.
![Page 20: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/20.jpg)
Motivation to Work
For an organizational psychologist, what motivates a person to carry on or not his work is much dependent on three explanations. They are;
Need theories Cognitive theories and Reinforcement theories
![Page 21: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/21.jpg)
Stoooooooooop
for heaven sake plz
stop.You have already
taken 10 minutes
hmmmm
![Page 22: Industrial psychology](https://reader033.fdocuments.in/reader033/viewer/2022051609/547de444b4af9f910f8b4610/html5/thumbnails/22.jpg)