What is the difference between hrm and ob

Since the individuals are the vehicles for organizational behavior they can be nudged in the right direction through the human resource department, which is charged with the management of employees. Examples of proper management for employees include the organization of orientation courses or classes for new employees where they will be informed about the corporate image of the organization and the expected organizational behavior from employees needed to maintain that image.

One of the factors of organizational behavior is the attitude of employees toward each other, ranging from the communication of management to employees, communication between the various levels of employees, and communication between employees and those outside the organization. Employees will be more productive in an atmosphere where they feel they can thrive, such as one where the relationships are clearly defined.

Part of the responsibility of human resource is to enable such an environment within the organization through effective application of targeted good organizational practice. Industrial-organizational psychology and human resources are similar fields in that both professionals are focused on making an organization an attractive workplace and keeping their employees happy.

Returning to the doctor reference mentioned above, the psychologist is the diagnostic physician and the HR manager is the attending physician or nurse who uses the diagnosis to create and carry out a treatment plan. Two major differences between the two professionals are the salaries and the educational requirements.

When they are brought in as consultants, their research provides the HR manager with a framework upon which to build compensation and benefit packages, design trainings, create teambuilding exercises and more. While an HR manager may handle all the issues addressed by the psychologist, they will do so from a different vantage point.

HR management degrees are primarily business degrees. They look at many employee problem areas from the standpoint of profit-loss and while psychology backgrounds are extremely useful, their attention is mainly upon the success of the company.

This is where the input of the IO psychologist is important because it looks at problems through the lens of motivation, reward, and personality. The psychologist uses tools like personality and behavioral assessments, psychometric testing and other methodology which may not be part of the managers skill set, to help design programs and procedures that will make workers happier and more productive in the workplace.

Plus, while the HR manager is concerned with day-to-day workplace stability and growth, the psychologist focuses on using research to suggest and design new programs that will address corporate deficiencies. They understand that most workplace problems aside from things like supply chain issues, cashflow and other solely business problems arise from individual worker issues that affect the whole company. The projected job growth, according to the U.

As the economy continues to grow, businesses will continue to look for qualified employees and ways to make the workplace an attractive place to work, which can put these jobs in demand. Careers in industrial-organizational psychology and human resources can be rewarding as well as challenging for an individual who wants to play a role in helping make an organization as profitable as possible. AD organizationalpsychologydegrees. Featured or trusted partner programs and all school search, finder, or match results are for schools that compensate us.

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Got it! What is Industrial-Organizational Psychology? Supervisor Assessment Another important assessment is that of the supervisor. Psychometric Assessments That term refers to the utilization of numerical values to place the subject on an already-determined scale. Checklists These are simply lists of qualities applicants should have, and the psychologists checks off all items that apply. Open-Ended Questions These are questions that give test subjects an opportunity to answer by talking about their complete understanding of an issue, their subjective feelings and other material that may not actually be relevant to the posed question.

Structured Questions In structured questions, the researcher limits replies to a predetermined boundary or subject. Observation The researcher observes body language and attitude as well as other things, Applicant Work History Records The psychologists uses past history to assess the presence of patterns that may or may not be an asset.

What is Human Resources? Different Types of HR Managers In small corporations, the difference between an industrial-organizational psychology and human resources may not be an issue. Some of the main types are: Recruitment Manager This manager is responsible for meeting staffing needs in an organization.

Benefits and Compensation Manager One of the major concerns of job applicants is salary and benefit packages.

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