IO Psychology

1
I/O Psychology
in Human Resources
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Overview

• I/O Psychology in the Corporate Environment
• Job searching with an I/O degree
• When is it time to make a job change?
• I/O to HR the knowledge gap
• HRCI Body of Knowledge (PHR)
• Pros and cons of the I/O degree in HR
• I/O Contributing science to HR
• Networking Not just a cliché

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I/O Psychology in the Corporate Environment

• Statistics
• Validity, reliability, study design in
  selection tests and research studies
• Selection
• Interviewing, biases, testing, person-org. and
  person-job fit
• Training and Development
• Adult learning processes
• Performance Evaluation
• Organizational Development
• Strategic planning
• Job Analysis

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Job searching with an I/O degree

• What is I/O Psychology? -- dont get
  offended
• Great opportunity to explain why your degree
  is a good fit for their opening
• I/O and your resume
• List specific classes and internship/practicum
  experience first that best matches their job
  opening
• Always tailor your resume to the specific job
  opening no two may look the same
• Show how you and your skill set can benefit
  the organization first
• Why the organization would benefit you is best
  left to a second or third interview

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When is it time to make a job change?

• Acquiring job skills a priority with first job
• Organizational culture hard to gauge by
  interview alone
• Networking a good source of info on org. culture
• More emphasis as you progress in your career
• Growth potential
• Interdepartmental exposure build your business
  skills
• Cross-training available?
• HR managers search job boards for their company
  name make it generic and blind when
  available.

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• I/O to HR the Knowledge Gap

• Employment Law (ex. FLSA, FMLA, EEOC and Title
  VII, state laws)
• Benefits and benefits law (ex. ERISA, HIPAA,
  COBRA, tax laws)
• Compensation
• Payroll
• Finance and Accounting
• Leadership Training
• Management Training
• Employee Relations
• Safety, Workers Compensation
• Labor Relations (unions)

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• HRCI Body of Knowledge (PHR)

• Strategic Management (17)
• Developing, contributing to, and supporting the
  organizations mission, vision, values, strategic
  goals, and objectives formulating policies
  guiding and leading the change process and
  evaluating HRs contributions to organizational
  effectiveness.
• Workforce Planning and Employment (26)
• Developing, implementing, and evaluating
  sourcing, recruitment, hiring, orientation,
  succession planning, retention, and
  organizational exit programs necessary to ensure
  the workforces ability to achieve the
  organizations goals and objectives.
• Human Resource Development (12)
• Developing, implementing, and evaluating
  activities and programs that address employee
  training and development, performance appraisal,
  talent and performance management, and the unique
  needs of employees, to ensure that the knowledge,
  skills, abilities, and performance of the
  workforce meet current and future organizational
  and individual needs.

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HRCI Body of Knowledge (PHR)

• Total Rewards (16)
• Developing/selecting, implementing/administering,
  and evaluating compensation and benefits
  programs for all employee groups that support the
  organizations strategic goals, objectives, and
  values.
• Employee and Labor Relations (22)
• Analyzing, developing, implementing/administering
  , and evaluating the workplace relationship
  between employer and employee, in order to
  maintain relationships and working conditions
  that balance employer and employee needs and
  rights in support of the organizations strategic
  goals, objectives, and values.
• Risk Management (7)
• Developing, implementing/administering, and
  evaluating programs, plans, and policies which
  provide a safe and secure working environment and
  to protect the organization from liability.
• Test-taking skills (100)
• State-dependent memory
• Space it out
• Schedule your studying
• Index cards
• SHRM Learning System beg, borrow, etc.

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Students and Recent Grads and the PHR/GPHR

• Students and recent graduates who are within
  twelve months of graduating from a bachelor's or
  master's degree program are welcome to take the
  PHR or GPHR exam in the student/recent graduate
  category. To learn more about this category,
  please refer to the current HRCI certification
  handbook. Students have five years from the time
  of taking and passing the exam to obtain two
  years of exempt-level HR work experience (for
  certification as a PHR or GPHR).

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• Pros and Cons of the I/O Degree in HR

• Pros
• Research-based approach to HR functions
• Understanding of testing and research design to
  validate testing products
• Education in adult learning theory
• Superior training in selection, performance
  evaluation, statistics, and OD
• It takes someone smart enough to obtain a degree
  in I/O to keep up with employment law ?
• Cons
• Misunderstanding (or no understanding) of I/O in
  market
• Knowledge gap
• Overestimated starting salaries in HR

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I/O Contributing Science to HR

• Selection
• Adult learning
• Performance evaluation
• Test selection and evaluation
• Strategic organizational development (OD)

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Networking Not just a cliché

• Attending HR association meetings and events
• Chapter meetings
• Professional development workshops
• Social/networking mixers
• Volunteering for committees
• Work ethic and work style
• Personality
• Familiarity with HR professionals in community

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Benefits of Networking as a Job Seeker

• Meet HR professionals and build relationships
• Pass along your resume in person
• Learn about the profession areas of specialty
• Learn about organizations in the community
• Awareness and Openings
• Cultures / Organizations reputations

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Benefits of Networking as an Employed HR
Professional

• Recruiting for your organization
• Sharing best practices with your colleagues
• Social support within your field
• Building your professional network helps your
  career grow

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Kellie Conn, SPHR

• President, MT-SHRM
• Director of Human Resources
• 1600 Division Street, Suite 220
• Nashville, Tennessee 37203
• Phone [phone]
• Email kellieconn_at_paradigmgroup.net