2. Psychology in Organizations Local Chapter Meeting of the Society for Human Resource Management (SHRM)

3. Objective What is Industrial/Organizational (I/O) Psychology? Examples of How it is Used in the Workplace Benefits of Applying I/O Psychology Concepts Conclusion 1 2 3 4 Incorporate I/O Concepts in Strategic Plans

4. What is I/O Psychology? Definition according to the Society for Industrial and Organizational Psychology

5. I/O Psychologists... Versatile behavioral scientists specializing in human behavior in the workplace; Recognize interdependence, the impact of factors, and the changing nature of the workforce; and Facilitate responses to issues and problems involving people at work (SIOP, 2015)

6. I/O Psychologists... Scientists Consultants Teachers

7. I/O Psychology in the Workplace Promotion Selection Attitudes Employees Testing Satisfaction Motivation Employees

8. I/O Psychology in the Workplace Job Design & Evaluation Surveys Structure Organizational Development Change Management Team Building Workforce Planning Organizational Development

9. I/O Psychology in the Workplace Employee Behavior Workplace Health Pay & Benefits Human Resource Management Legal Work Life Programs Performance Evaluations Human Resource Management

10. I/O Psychology in the Workplace Applied Psychology contributes to the humane use of our human resources—blending individual interests and organization objectives (Cascio & Aguinis, 2011)

11. The Use of I/O Concepts Creating Assessments Design Training Develop Performance Management Systems

12. Benefits of I/O Concepts Fostering a Team Environment Hire Better Employees Recruit the right people Increase Performance Increase Productivity Increase Motivation and Engagement

13. Incorporate Concepts Into Strategy Engagement Interventions Work Life Balance Reward Systems

14. Bottom Line... Performance! Improve Performance and Well-Being of its People by... Hiring Practices Training Programs Feedback Systems

15. Sustained Competitive Advantage 1.Positive Economic Benefits 2.Skills of the Workforce Distinguishable from Competitors’ 3.Skills not Easily Duplicated

18. References Boudreau, J. W. (2012). Strategic Industrial-Organizational Psychology Lies Beyond HR. Industrial & Organizational Psychology, 5(1), 86-91. doi:10.1111/j.1754-9434.2011.01409.x Cascio, W. F., & Aguinis, H. (2011). Applied Psychology in Human Resource Management. 7th Edition. [VitalSource Bookshelf version]. Retrieved from http://digitalbookshelf.argosy.edu/books/9781269713474 Ployhart, R. E. (2012). From possible to probable: The psychology of competitive advantage. Industrial and Organizational Psychology, 5, 120-126. Ployhart, R. E. (2012). The psychology of competitive advantage: An adjacent possibility. Industrial & Organizational Psychology, 5(1), 62-81. doi:10.1111/j.1754-9434.2011.01407.x SIOP. (2015). Industrial and organizational psychology. Retrieved from Society for Industrial and Organizational Psychology: http://www.siop.org/history/crsppp.aspx