Description
Industrial-Organizational Psychology is the application of the study of human behavior to the workplace. Industrial-organizational (I-O) psychologists employ an evidence-based approach, utilizing research and data to make recommendations and implement improvements that enhance the effectiveness of organizations, help manage risk, and deliver improved business results.
Top Minds and
Bottom Lines:
What Can I-O Psychology
Do For Your Business?
Soci ety for I ndustri al and
Organi zati onal Psychol ogy
Soci ety for I ndustri al and
Organi zati onal Psychol ogy
The Society for Industrial and
Organizational Psychology (SIOP)
is the largest professional
association of I-O psychologists
in the United States. SIOP’s
mission is to enhance human
well-being and performance in
organizational and work settings
by promoting the science,
practice, and teaching of
industrial-organizational
psychology.
Helpful Links:
To learn more about what I-O
psychology can do for you:
www.siop.org/topminds
To locate an I-O psychologist
to assist with your business:
www.siop.org/consultant
To continue the conversation
about what I-O psychology can
do for you:
http://siop.editme.com/
440 E. Poe Rd. Suite 101
Bowling Green, OH 43402
www.siop.org
I-O Psychology in Action
CASE STUDY 2
A large, privately owned company in the
industrial research and manufacturing
industry was planning for the retirement of
its CEO. Before a successor could be
selected, the respected leader suddenly
became ill and was forced to step aside.
• No clear CEO successor identified;
multiple contenders
• Unable to seek the guidance of the
former leader
• Retention of non-selected
candidates a concern
SOLUTION: I-O psychologists conducted a
series of interviews with the board of
directors and members of the executive
management team to develop a success
profile for the CEO position. Twelve highly
talented executives were selected to enter
an intense and accelerated development
program to enable them to fill all the near
and long-term succession requirements of
the organization. Each leader underwent an
executive assessment based on the success
profile, received candid feedback and a
customized development plan that
included 6 months of coaching support.
RESULTS:
• An internal candidate was deemed
the best fit for the CEO position
• All unsuccessful candidates for the
role of CEO remained with the
company, some in expanded roles
• The board of directors and senior
management are now aligned with
respect to objectives, strategy and
methods to ensure seamless
transitions in the future
CASE STUDY 1
Advance Auto Parts* is a U.S. automotive parts
retail giant with nine distribution centers and
3,150 retail automotive stores. To stock its
locations, the company relies on automation
and approximately 3,000 material handlers. The
material handler position is fast paced and
physically demanding. In addition, the
environment in which the handlers work is
challenging. As a result, the position typically
has very high turnover.
• High turnover
• Too much reliance on on-the-job
training
• Selection process did not accurately
measure traits for success
SOLUTION: I-O psychologists implemented an
online pre-employment testing to screen for key
work-related personality traits including detail
orientation, adaptability, openness to change,
accountability, and dependability. They
designed an assessment process that included a
custom job fit component and conducted follow
up research on the business impact of the new
hiring process.
RESULTS:
• Improved retention at 90 days by 87%
• Increased job performance by 23%
• Improved work speed by 8%
• Supervisors rank those who score high
on the assessment as more effective
employees
• Selection process is legally defensible
Industrial-Organizational
Psychology is the application of the
study of human behavior to the
workplace. Industrial-organizational
(I-O) psychologists employ an
evidence-based approach, utilizing
research and data to make
recommendations and implement
improvements that enhance the
effectiveness of organizations, help
manage risk, and deliver improved
business results. I-O psychologists
pursue advanced training that
prepares them for work in an array of
settings. I-O psychologists can be
found in academia, corporations, the
government, and nonprofits, as well
as consulting firms.
Areas in which I-O psychologists
practice include:
• Talent Assessment & Selection
• Leadership Feedback &
Development
Organization Cu • lture & Climate
Team Effectiveness •
Executive Coaching • &
Development
Succession Pl • anning
M&A Due Diligence & Integrat • ion
High Potential Identification & •
Development
Employee Engage • ment
*Case study courtesy of PreVisor, Inc.
doc_387237863.pdf
Industrial-Organizational Psychology is the application of the study of human behavior to the workplace. Industrial-organizational (I-O) psychologists employ an evidence-based approach, utilizing research and data to make recommendations and implement improvements that enhance the effectiveness of organizations, help manage risk, and deliver improved business results.
Top Minds and
Bottom Lines:
What Can I-O Psychology
Do For Your Business?
Soci ety for I ndustri al and
Organi zati onal Psychol ogy
Soci ety for I ndustri al and
Organi zati onal Psychol ogy
The Society for Industrial and
Organizational Psychology (SIOP)
is the largest professional
association of I-O psychologists
in the United States. SIOP’s
mission is to enhance human
well-being and performance in
organizational and work settings
by promoting the science,
practice, and teaching of
industrial-organizational
psychology.
Helpful Links:
To learn more about what I-O
psychology can do for you:
www.siop.org/topminds
To locate an I-O psychologist
to assist with your business:
www.siop.org/consultant
To continue the conversation
about what I-O psychology can
do for you:
http://siop.editme.com/
440 E. Poe Rd. Suite 101
Bowling Green, OH 43402
www.siop.org
I-O Psychology in Action
CASE STUDY 2
A large, privately owned company in the
industrial research and manufacturing
industry was planning for the retirement of
its CEO. Before a successor could be
selected, the respected leader suddenly
became ill and was forced to step aside.
• No clear CEO successor identified;
multiple contenders
• Unable to seek the guidance of the
former leader
• Retention of non-selected
candidates a concern
SOLUTION: I-O psychologists conducted a
series of interviews with the board of
directors and members of the executive
management team to develop a success
profile for the CEO position. Twelve highly
talented executives were selected to enter
an intense and accelerated development
program to enable them to fill all the near
and long-term succession requirements of
the organization. Each leader underwent an
executive assessment based on the success
profile, received candid feedback and a
customized development plan that
included 6 months of coaching support.
RESULTS:
• An internal candidate was deemed
the best fit for the CEO position
• All unsuccessful candidates for the
role of CEO remained with the
company, some in expanded roles
• The board of directors and senior
management are now aligned with
respect to objectives, strategy and
methods to ensure seamless
transitions in the future
CASE STUDY 1
Advance Auto Parts* is a U.S. automotive parts
retail giant with nine distribution centers and
3,150 retail automotive stores. To stock its
locations, the company relies on automation
and approximately 3,000 material handlers. The
material handler position is fast paced and
physically demanding. In addition, the
environment in which the handlers work is
challenging. As a result, the position typically
has very high turnover.
• High turnover
• Too much reliance on on-the-job
training
• Selection process did not accurately
measure traits for success
SOLUTION: I-O psychologists implemented an
online pre-employment testing to screen for key
work-related personality traits including detail
orientation, adaptability, openness to change,
accountability, and dependability. They
designed an assessment process that included a
custom job fit component and conducted follow
up research on the business impact of the new
hiring process.
RESULTS:
• Improved retention at 90 days by 87%
• Increased job performance by 23%
• Improved work speed by 8%
• Supervisors rank those who score high
on the assessment as more effective
employees
• Selection process is legally defensible
Industrial-Organizational
Psychology is the application of the
study of human behavior to the
workplace. Industrial-organizational
(I-O) psychologists employ an
evidence-based approach, utilizing
research and data to make
recommendations and implement
improvements that enhance the
effectiveness of organizations, help
manage risk, and deliver improved
business results. I-O psychologists
pursue advanced training that
prepares them for work in an array of
settings. I-O psychologists can be
found in academia, corporations, the
government, and nonprofits, as well
as consulting firms.
Areas in which I-O psychologists
practice include:
• Talent Assessment & Selection
• Leadership Feedback &
Development
Organization Cu • lture & Climate
Team Effectiveness •
Executive Coaching • &
Development
Succession Pl • anning
M&A Due Diligence & Integrat • ion
High Potential Identification & •
Development
Employee Engage • ment
*Case study courtesy of PreVisor, Inc.
doc_387237863.pdf