2. The branch of psychology that
investigates the psychology of the
workplace.
 Industrial psychologists use the scientific
methods and knowledge for studying the
affects, cognitions, and behaviours of
people in the work settings.


3. 
How best to fit the right person to a given
job.

How best to fit the job to the person

4. 








How best to fit the right person to a given job
What does “doing a good job,” mean?
Personnel selection: How to select people who
do the job well?
Training: How to train them so that they do the
job well?
Motivation: How to motivate them so that they
do the job well?
How best to fit the job to the person?
Quality of work life
Job satisfaction
Worker safety

5. It involves the following:
a. Job analysis
b. Personnel selection
c. Personnel training
d. Worker’s motivation


6. The first step in selecting the right person for
a job is to do a job analysis.
• Job analysis is to prepare a specific
description of a job. It encompasses the
qualities and behaviours required of a person
to do the job properly.
• It is “the systematic study of the tasks, duties,
and responsibilities of a job and the
knowledge, skills, and abilities needed to
perform it” (Riggio, 1990).
• The purpose of job analysis is to find the best
person for the job.


7. Step 1
 Preparing a detailed description of what
a person to be selected for a particular
job is expected to do.
• The job analysis has to be specific.
 Instead of stating general duties it should
describe actual behaviours that the
person has to perform


8. Determining the performance criteria
needed for the proper performance of a
job.
• The specified duties and responsibilities
have to be translated into measurable
personal characteristics.


9. Hard Criteria
 These are the objective criteria.
 These criteria are obtained from the
available data e.g. salary, number of
units sold


10. Soft Criteria
 These are the subjective criteria.
 Soft criteria have a personal touch and
require a degree of judgment i.e., sense
of humour, congeniality, creativity etc.
• For example the best student of your
college may be selected on the basis of
her grades, or her
interaction with fellow students, or both i.e.,
soft as well as hard criteria.


11. Personnel selection includes:
 Devising ways of selecting the best
applicant.
 Making decisions regarding retention.
 Making decisions regarding promotion.
 Making decisions regarding termination


12. It can be a rough screening device.
 It can supplement, or provide cues for,
interviewing.
 The information contained in the
application form may be used as a
predictor of future performance e.g.
academic record and job history can be
indicative of a person’s ability and
potential.


13. Employment interviews can be structured
or unstructured.
 Structured interviews are preferred over
the unstructured interviews.
 These consist of carefully phrased,
prescribed, uniform, and fixed-ordered
questions for all applicants.
 Structured interviews are considered
more valid than the unstructured ones.

14. At times the data obtained through
application form and interviews may need
to be supplemented by psychological
assessment.
 Intelligence, ability, aptitude,
achievement, or personality tests may be
used.
 The tests of cognitive functioning (e.g.
ability or achievement) have been found to
be most useful.
 The use of I.Q tests for screening purposes is
an issue of dispute


15. 
Proper training is a requirement and a
partial guarantee that the selected
person will do the job well

16. It can be done in various ways;
 Taking trainees’ ratings
 Assessment by the organization
i.e., measuring effectiveness with
reference to training objectives


17. Workers’ motivation affects efficiency
and productivity of the organization.
 A team comprising unmotivated workers
will not be able to attain the desired
goals.


18. For an organizational psychologist, what
motivates a person to carry on or not his
work is much dependent on three
explanations. They are;
 Need theories
 Cognitive theories and
 Reinforcement theories


19. Stooooooooo
op
for heaven
sake plz stop.
You have
already
taken 10
minutes
hmmmm