AboutLeo Lingham Expertise human resource management, human resource planning, strategic planning in resource, management development, training, business coaching, management training, coaching, counseling, recruitment,
selection, performance management.
Experience 18 years of managerial working exercise which covers business planning , strategic planning, marketing, sales management,
management service, organization development
PLUS
24 years of management consulting which includes business planning, corporate planning, strategic planning, business development, product management, human resource management/ development,training,
business coaching, etc
My name is Seçil. I am a student on master program that is Human Resouces Management program. I have to prepare a final thesis. So ıwan to find a new subject. So ı want to write my thesis on effect of organizational psychology on performance appraisal. If u give me any idea or tell me a relationship betwwen them ı will be very happy. Cause ı need a starting point. So i will look forword to your answer.
Best Regards.
Answer SECIL,
HERE IS SOME USEFUL MATERIAL.
REGARDS
LEO LINGHAM
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WHAT IS ORGANIZATIONAL PSYCHOLOGY.
Organizational psychology utilizes scientifically-based psychological principles and research methods to study a variety of topics important to understanding human behavior in many different types of organizations. As such, organizational psychology is an applied field relevant to virtually all work settings (and many non-work settings). As you'll see from the list of topics we cover, this stuff is not only interesting, it's crucial to individual and organizational performance . . . and it directly affects the quality of people's lives!
ORGANIZATIONAL PSYCHOLOGY helps to study the human behavior.
HUMAN BEHAVIOR is the base of the individual performance.
WHEN AN INDIVIDUAL PERFORMANCE IS EXCELLENT,
PERFORMANCE APPRAISAL REVEALS HOW/ WHY THIS
PERFORMANCE HAS TAKEN PLAN.
WHAT HUMAN BEHAVIORS CAUSED THIS EXCELLENT PERFORMANCE.
WHEN AN INDIVIDUAL PERFORMANCE IS POOR ,
PERFORMANCE APPRAISAL REVEALS HOW/ WHY THIS
PERFORMANCE HAS TAKEN PLAN.
WHAT HUMAN BEHAVIORS CAUSED THIS POOR PERFORMANCE.
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"Organizational psychologists contribute to an organization's success by improving the performance and well-being of its people. An
Organizational psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems.
COMMON RESEARCH AND PRACTICE AREAS INCLUDE
-job analysis
-job performance
-recruitment / selection
-performance appraisal/ management
ORGANIZATIONAL PSYCHOLOGISTS STUDY INCLUDE
-surveys, experiments,quasi-experiments, and observational studies.
Topics in industrial-organizational psychology
Job analysis
Job analysis is often described as the cornerstone of successful employee selection efforts and performance management initiatives. A job analysis involves the systematic collection of information about a job. Job-analytic methods are often described as belonging to one of two approaches. One approach, the task-oriented job analysis, involves an examination of the duties, tasks, and/or competencies required by a job. The second approach, a worker-oriented job analysis, involves an examination of the knowledge, skills, abilities, and other characteristics (KSAOs) required to successfully perform the work. These two approaches are not mutually exclusive. Various adaptations of job-analytic methods include competency modeling, which examines large groups of duties and tasks related to a common goal or process, and practice analysis, which examines the way work is performed in an occupation across jobs.
Job-analytic data are often collected using a variety of quantitative and qualitative methods. The information obtained from a job analysis is then used to create job-relevant selection procedures, performance appraisals and criteria, or training programs. Additional uses of job-analytic information include job evaluations for the purpose of determining compensation levels and job redesign.
Performance appraisal/management
PERFORMANCE APPRAISAL or PERFORMANCE EVALUATION is the process of measuring an individual's work behaviors and outcomes against the expectations of the job. Performance appraisal is frequently used in promotion and compensation decisions, to help design and validate personnel selection procedures, and for PERFORMANCE MANAGEMENT . Performance management is the process of providing performance feedback relative to expectations and improvement information (e.g., coaching, mentoring). Performance management may also include documenting and tracking performance information for organization-level evaluation purposes.
An O. psychologist would typically use information from the job analysis to determine a job's performance dimensions, and then construct a rating scale to describe each level of performance for the job. Often, the O. psychologist would be responsible for training organizational personnel how to use the performance appraisal instrument, including ways to minimize bias when using the rating scale, and how to provide effective performance feedback. Additionally, the O. psychologist may consult with the organization on ways to use the performance appraisal information for broader performance management initiatives.
Individual assessment and psychometrics
Individual assessment involves the measurement of INDIVIDUAL DIFFERENCES . O psychologists perform individual assessments in order to evaluate differences among candidates for employment as well as differences among employees. The constructs measured pertain to job performance. With candidates for employment, individual assessment is often part of the personnel selection process. These assessments can include written tests, physical tests, psychomotor tests, personality tests, work samples, and assessment centers.
Training and training evaluation
Most people hired for a job are not already versed in all the tasks required to perform the job effectively. Similar to performance management , an O psychologist would employ a JOB ANALYSIS in concert with principles of INSTRUCTIONAL DESIGN to create an effective training program. A training program is likely to include a SUMMATIVE EVALUATION at its conclusion in order to ensure that trainees have met the training objectives and can perform the target work tasks at an acceptable level.
Training programs often include FORMATIVE EVALUATIONS to assess the impact of the training as the training proceeds. Formative evaluations can be used to locate problems in training procedures and help O psychologist make corrective adjustments in the while the training is ongoing.
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