Industrial Psychology
Industrial psychology is a relatively new branch of psychology
that was created for corporations and organizations that needed
more structure. Industrial psychology is able to provide this
structure by evaluating employee behavior for
the good of the company.
Essential of Industrial Psychology
Essentially, industrial psychologists study the
behavior of employees in a work setting.
Although industrial psychology didn't begin
until the 1920's, the discipline has evolved/developed
rapidly and revolutionized the workplace
within the last century.
Because the workplace is a social system,
the application of industrial psychology is
useful in understanding its complexity
Psychologists View
For years, psychologists have studied how human
beings have interacted with their environments
and each other, but industrial psychology
begins to evaluate the interaction between
people and their jobs. Industrial psychologists
can be used to improve job satisfaction as well as
company productivity and is becoming
vital to the success of many organizations
There are certain things that industrial psychologists
focus on when evaluating the relationship
a person has with their work.
They analyze the way a person
works, their skills, duties, obligations, and general
satisfaction with their job on a day-to-day basis.
This information is extremely helpful to human resources
departments and company overseers who must create
training programs, feedback and rewards systems
, and make hiring decisions as well as engage
in recruitment practices. Most companies use
industrial psychologists to train their own staff
so that the organizations can run
smoothly and at peak capacity.
Importance of Industrial Psychology
One of the most interesting aspects of
industrial psychology is how employee
behavior affects others individuals on the
job and organization in general. Industrial
psychology can be used to reduce
counterproductive behavior, enhance team
effectiveness, and boost morale.
It is also vital in conflict resolution
Some Key Components of Industrial Psychology
Although industrial psychology is a mixture of
anthropology, counseling, sociology and
industrial management, there are key
components used in this type of psychology.
Some of the key components include the
evaluation of employee's personalities, perceptions,
as well the biological side of their behavior.
By documenting these key points, industrial psychologists
have the ability to help organizations improve their
functionality and set up a system that promotes
growth for the company and employees.
Industry
Any department or branch
of art, occupation, or business; especially,
one which employs much labor and capital
and is a distinct branch of trade; as, the
sugar industry; the iron industry; the cotton industry.
Company
Any entity engaging in business,
such as a proprietorship,
partnership, or corporation
Corporation
The most common form of business organization, and one which is chartered by a state and given many legal rights as an entity separate from its owners. This form of business is characterized by the limited liability of its owners, the issuance of shares of easily transferable stock, and existence as a going concern. The process of becoming a corporation, call incorporation, gives the company separate legal standing from its owners and protects those owners from being personally liable in the event that the company is sued (a condition known as limited liability). Incorporation also provides companies with a more flexible way to manage their ownership structure. In addition, there are different tax implications for corporations, although these can be both advantageous and disadvantageous. In these respects, corporations differ from sole proprietorships and limited partnerships.
Definition of HRM
HRM is a management practice where the
employees of an organization are treated
as its asset & conscious effort is made to
address their financial, intellectual, social &
emotional needs so that their
productivity is maximized.
Financial->high salary, fringe benefits etc Intellectual->challenge at work, career growth
prospects, learning etc Social->work life balance, status, pride,
job satisfaction etcEmotional->job security, stress caused by
work, prospects of self actualization etc
Some Norms of HRM
Human resources management has its focus mainly on balancing the needs, goals objectives and values of both employers and employees.
Putting right man in the right place by a careful program of selection procedure and replacement to make sure that the new recruit is physically and mentally fit for the job to be performed. This is needed for the new employee to develop and grow.
Arrange training for the new recruits for developing professional and technical competency to perform.
Transforming the organization into a coordinated entity of different departments permitting reduction of interpersonal and inter-departmental frictions and conflicts.
Ensuring employee security with opportunity incentive and recognition, thereby encouraging employees to stick to their jobs in the hope of advancement in the firm and thereby reducing turnover and loitering.
Rewarding star performers. Reward should be earned,not given.
Providing participation in decision making and ensuring transparency in communication.
In effective, human resource policies aim at ensuring equity and justice to all employees irrespective of sex, caste, religion,culture,and color through provisions for adequate remuneration and scope for growth in discipline and planned way
Objectives of HRM
Helping the organization to reach its goals
Developing and maintaining a quality of work life.
Effective Utilization of Human Resources.
Providing the organization well trained and well motivated employees.
Increasing employees job satisfaction and self actualization.
To help maintain ethical policies and behavior.
Components of Human Resource Management
Acquisition
a.Human Resource Planning
b.Recruitment – Internal, External
c. Employee Socialization
Human Resource Planning
Human resource planning,then,translates the organization’s objectives and plans into the number of workers needed to meet those objectives.Without Clear-cut planning ,estimation of an organization’s human resource need is reduced to mere guesswork.
Why do we need HR Planning
To ensure that people are available to provide the continued smooth development of an organization, organizations engage in human resource Planning. The human resources planning is to assess where the organization is, where it is going, and what implications these assessments have no future supplies of and demands for human resources. Attempts must then be made to match supplies and demand, making them compatible with the achievement of the organization’s future needs
Human resource Planning and Man power planning
Human Resources Planning refers to planning
conducted for all aspects of Human Resources (i.e. Training, Safety,
Recruitment, Manning levels, Performance Management etc.), whereas
Manning Planning tends to revolve predominantly
around numbers, that is, the number of people required to efficiently and productively produce the best result for the least amount of money.
Industrial psychology is a relatively new branch of psychology
that was created for corporations and organizations that needed
more structure. Industrial psychology is able to provide this
structure by evaluating employee behavior for
the good of the company.
Essential of Industrial Psychology
Essentially, industrial psychologists study the
behavior of employees in a work setting.
Although industrial psychology didn't begin
until the 1920's, the discipline has evolved/developed
rapidly and revolutionized the workplace
within the last century.
Because the workplace is a social system,
the application of industrial psychology is
useful in understanding its complexity
Psychologists View
For years, psychologists have studied how human
beings have interacted with their environments
and each other, but industrial psychology
begins to evaluate the interaction between
people and their jobs. Industrial psychologists
can be used to improve job satisfaction as well as
company productivity and is becoming
vital to the success of many organizations
There are certain things that industrial psychologists
focus on when evaluating the relationship
a person has with their work.
They analyze the way a person
works, their skills, duties, obligations, and general
satisfaction with their job on a day-to-day basis.
This information is extremely helpful to human resources
departments and company overseers who must create
training programs, feedback and rewards systems
, and make hiring decisions as well as engage
in recruitment practices. Most companies use
industrial psychologists to train their own staff
so that the organizations can run
smoothly and at peak capacity.
Importance of Industrial Psychology
One of the most interesting aspects of
industrial psychology is how employee
behavior affects others individuals on the
job and organization in general. Industrial
psychology can be used to reduce
counterproductive behavior, enhance team
effectiveness, and boost morale.
It is also vital in conflict resolution
Some Key Components of Industrial Psychology
Although industrial psychology is a mixture of
anthropology, counseling, sociology and
industrial management, there are key
components used in this type of psychology.
Some of the key components include the
evaluation of employee's personalities, perceptions,
as well the biological side of their behavior.
By documenting these key points, industrial psychologists
have the ability to help organizations improve their
functionality and set up a system that promotes
growth for the company and employees.
Industry
Any department or branch
of art, occupation, or business; especially,
one which employs much labor and capital
and is a distinct branch of trade; as, the
sugar industry; the iron industry; the cotton industry.
Company
Any entity engaging in business,
such as a proprietorship,
partnership, or corporation
Corporation
The most common form of business organization, and one which is chartered by a state and given many legal rights as an entity separate from its owners. This form of business is characterized by the limited liability of its owners, the issuance of shares of easily transferable stock, and existence as a going concern. The process of becoming a corporation, call incorporation, gives the company separate legal standing from its owners and protects those owners from being personally liable in the event that the company is sued (a condition known as limited liability). Incorporation also provides companies with a more flexible way to manage their ownership structure. In addition, there are different tax implications for corporations, although these can be both advantageous and disadvantageous. In these respects, corporations differ from sole proprietorships and limited partnerships.
Definition of HRM
HRM is a management practice where the
employees of an organization are treated
as its asset & conscious effort is made to
address their financial, intellectual, social &
emotional needs so that their
productivity is maximized.
Financial->high salary, fringe benefits etc Intellectual->challenge at work, career growth
prospects, learning etc Social->work life balance, status, pride,
job satisfaction etcEmotional->job security, stress caused by
work, prospects of self actualization etc
Some Norms of HRM
Human resources management has its focus mainly on balancing the needs, goals objectives and values of both employers and employees.
Putting right man in the right place by a careful program of selection procedure and replacement to make sure that the new recruit is physically and mentally fit for the job to be performed. This is needed for the new employee to develop and grow.
Arrange training for the new recruits for developing professional and technical competency to perform.
Transforming the organization into a coordinated entity of different departments permitting reduction of interpersonal and inter-departmental frictions and conflicts.
Ensuring employee security with opportunity incentive and recognition, thereby encouraging employees to stick to their jobs in the hope of advancement in the firm and thereby reducing turnover and loitering.
Rewarding star performers. Reward should be earned,not given.
Providing participation in decision making and ensuring transparency in communication.
In effective, human resource policies aim at ensuring equity and justice to all employees irrespective of sex, caste, religion,culture,and color through provisions for adequate remuneration and scope for growth in discipline and planned way
Objectives of HRM
Helping the organization to reach its goals
Developing and maintaining a quality of work life.
Effective Utilization of Human Resources.
Providing the organization well trained and well motivated employees.
Increasing employees job satisfaction and self actualization.
To help maintain ethical policies and behavior.
Components of Human Resource Management
Acquisition
a.Human Resource Planning
b.Recruitment – Internal, External
c. Employee Socialization
Human Resource Planning
Human resource planning,then,translates the organization’s objectives and plans into the number of workers needed to meet those objectives.Without Clear-cut planning ,estimation of an organization’s human resource need is reduced to mere guesswork.
Why do we need HR Planning
To ensure that people are available to provide the continued smooth development of an organization, organizations engage in human resource Planning. The human resources planning is to assess where the organization is, where it is going, and what implications these assessments have no future supplies of and demands for human resources. Attempts must then be made to match supplies and demand, making them compatible with the achievement of the organization’s future needs
Human resource Planning and Man power planning
Human Resources Planning refers to planning
conducted for all aspects of Human Resources (i.e. Training, Safety,
Recruitment, Manning levels, Performance Management etc.), whereas
Manning Planning tends to revolve predominantly
around numbers, that is, the number of people required to efficiently and productively produce the best result for the least amount of money.
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