Psychology Practices in Personnel and Human Resource Management

Question Description
Assume the role of an I-O consultant who has been brought in to speak with a management team by the human resources department of a potential client. Create a 12–15-slide PowerPoint presentation integrating I-O psychology theory and scientific evidence in a business-friendly way to promote your services to the management team.For this assessment, you will assume the role of an I-O consultant who has been brought in to speak with a management team by the human resources department of a potential client. You will create a 12–15-slide PowerPoint presentation integrating I-O psychology theory and scientific evidence in a business-friendly way to promote your services to the management team.Show Less The ability to explain I-O psychology in a business-friendly way to business executives brings an I-O psychologist down out of the “ivory tower” and onto the same playing field as a business person. When you can speak the language of business instead of the language of psychology with your business clients, it is much easier to do your job.Psychology Practices in Personnel and Human Resource Management
For this assessment, examine the following scenario:
A growing manufacturing firm is making the leap from a relatively small organization to a medium-sized one, by transitioning into federal government contracting. In order to qualify as a recognized vendor, the company must increase the diversity of its workforce.
Because the organization’s current human resources department is inadequate to address the situation, one of the directors suggests that an I-O psychologist be consulted to facilitate understanding of the challenges associated with creating a more diverse workforce. Some directors are skeptical that consulting an I-O psychologist is necessary, while others are unfamiliar with what I-O psychologists even do. Others believe they should simply consult a traditional human resource management (HRM) professional.
A decision is made to conduct an initial interview with you, an I-O psychologist, to gather more information on how an I-O psychologist could help the organization make this transition. Management representatives also want to gather ideas on what the company should do to increase its workforce diversity. Your job is to promote your services to the firm, by demonstrating how an I-O psychologist can assist them.
To complete this assessment, create a 12–15-slide PowerPoint presentation for the management board, integrating I-O psychology theory and scientific evidence in a business-friendly way to support what you propose will be important in substantiating the credibility of your approach.
REQUIREMENTS
Include the following in your presentation:
Perform an analysis showing how your services will help the organization’s bottom line. Balance the costs of your services with the expected gains from it to demonstrate the return on investment (ROI).
Compare your role as an I-O psychologist with that of HRM professional in addressing this organization’s needs. Consider:
Education and training.Psychology Practices in Personnel and Human Resource Management
Skill sets.
Competencies.
Approaches.
Professional Associations.(Explain the role of SIOP and SHRM in terms of how a professional organization supports these roles).
Tools and methods: You can include recommendations and support for the use of existing organizational measurement instruments (such as already published, validated instruments and surveys).
Examine an I-O psychology instrument that you wish to employ that would help you assess the situation facing the company.
Include a preface that addresses its appropriateness.
If it is a commercially available instrument, be sure to also look it up in the Mental Measurements Yearbook in the Capella library, to assess its suitability for the intended purpose.
Provide reliability and validity data to support the instrument’s use. Be sure to connect this instrument to the purpose of understanding the workforce in order to make recommendations for increasing diversity.
Analyze an approach that the organization could employ to address its human resources challenge. Support your choice with relevant I-O psychology research and theory.
Demonstrate how your approach could help the organization’s HRM ensure fairness and compliance with diversity regulations, as well as the organization’s return on investment.
Include 8–10 peer-reviewed I-O psychology resources within your detailed speaker’s notes.
ADDITIONAL REQUIREMENTS
Written Communication: Written communication should be free of errors that detract from the overall message.
APA Formatting: Resources and in-text citations should be formatted according to current APA style and formatting.
Number of Resources: 8–10 peer-reviewed resources.
Length: 12–15 slides, with speaker’s notes.
Suggested Sources if needed:
Explore Benefits and Advantages of SIOP and SHRM Membership
Society for Human Resource Management (SHRM). Become a SHRM Student Member. Retrieved from https://www.shrm.org/communities/student-resources…
Society for Industrial and Organizational Psychology, Inc. (n.d.). What value does SIOP membership provide? Retrieved from http://www.siop.org/benefits/
Society for Industrial and Organizational Psychology (n.d.). Interested in Joining SIOP? Retrieved from http://www.siop.org/joinsiop.aspx
Society for Industrial and Organizational Psychology (n.d.). Student Membership Benefits. Retrieved from https://www.shrm.org/Communities/student-resources…
Applications of Psychology in HR Management
Blustein, D. L. (2008). The role of work in psychological health and well-being: A conceptual, historical, and public policy perspective. American Psychologist, 63(4), 228–240.
Boudreau, J. W. (2012). Strategic industrial-organizational psychology lies beyond HR. Industrial & Organizational Psychology, 5(1), 86–91.
Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Upper Saddle River, NJ: Prentice Hall.
Chapter 1, “Organizations, Work, and Applied Psychology.”
Chapter 3, “People, Decisions, and the Systems Approach.”
Chapter 5, “Performance Management.”
Chapter 6, “Measuring and Interpreting Individual Differences.”
Chapter 9, “Analyzing Jobs and Work.”
Chapter 10, “Strategic Workforce Planning.”
Industrial Versus Organizational Aspects of I-O Psychology | Transcript
The I-O Psychologist Role
Avedon, M., & Grabow, K. (2010). Professional identity: Organizational psychologists as chief human resource executives. Industrial & Organizational Psychology, 3(3), 266–268.

You must proofread your paper. But do not strictly rely on your computer’s spell-checker and grammar-checker; failure to do so indicates a lack of effort on your part and you can expect your grade to suffer accordingly. Papers with numerous misspelled words and grammatical mistakes will be penalized. Read over your paper – in silence and then aloud – before handing it in and make corrections as necessary. Often it is advantageous to have a friend proofread your paper for obvious errors. Handwritten corrections are preferable to uncorrected mistakes.Psychology Practices in Personnel and Human Resource Management

Use a standard 10 to 12 point (10 to 12 characters per inch) typeface. Smaller or compressed type and papers with small margins or single-spacing are hard to read. It is better to let your essay run over the recommended number of pages than to try to compress it into fewer pages.

Likewise, large type, large margins, large indentations, triple-spacing, increased leading (space between lines), increased kerning (space between letters), and any other such attempts at “padding” to increase the length of a paper are unacceptable, wasteful of trees, and will not fool your professor.

The paper must be neatly formatted, double-spaced with a one-inch margin on the top, bottom, and sides of each page. When submitting hard copy, be sure to use white paper and print out using dark ink. If it is hard to read your essay, it will also be hard to follow your argument.

ADDITIONAL INSTRUCTIONS FOR THE CLASS

Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication

Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.