Industrial and Organizational Psychology Introduction

1. Module 1
Industrial & Organisational Psychology

2. What is IOP?
• Industrial & Organizational Psychology is a field of
study that applies psychological principles to work
related issues.
• E.g. Learning Theory, Maslow’s Theory
• I/O psychologists develop tests to predict and
measure employee behaviour/performance

3. Psychometric Testing
• The Word Psychometric comes from Psycho meaning mental &
metric meaning measurement.
• They are a series of standardized tasks that enable you to
measure some aspect of your personality or ability.
• Everyone who takes them receives the same task to do and
same instructions for completing them.
• This design allows administrator to compare your performance
to that of other people.

4. Application of Psychometric Testing in
Industrial Setting
• Testing is being used by HR as well as Non HR
Manager within a company.
• Test Results are being used by wider range of
people than just HR department to ensure that
company recruits the right person for the job.

5. Application of Psychometric Testing in
Industrial Setting
• Pre Employment Phase
– Personality Testing
– Technical Tests
– Aptitude Testing
– Interviews – Behavioral Testing
• Post Employment Phase
– Assessment Centres
– Work Factor Assessment

6. Administrative Test Categories

7. SPEED VS. POWER TEST
• Speed Tests have rigid and demanding time limits
such that most test takers will be unable to finish
the test in the allotted time.
• Power Tests have no rigid time limits. While some
test takers may still not finish, enough time is given
for a majority of the test takers to complete all of
the test items.

10. GROUP Vs INDIVIDUAL TEST
• Group Tests are efficient because they allow for the testing of
many candidates simultaneously, resulting in rapid screening
compared to individually administered tests.
• Individual Tests are more appropriate when the employer
wishes to assess a candidate’s style of problem solving and
establish an interpersonal rapport with the test taker.

11. PAPER & PENCIL Vs. PERFORMANCE TEST
• Paper and Pencil Tests: By extension, the modern version of the
paper-and-pencil test might be the computer keyboard test where the
keys and mouse are used only to choose the correct response or
produce a narrative response to a question.
• Performance Tests require the individual to make a response by
manipulating a particular physical object or piece of equipment. The
score that the individual receives on the test is directly related to the
quality or quantity of that manipulation.

12. Assessment Procedures

13. Cognitive Ability Tests
• They allow a person to show what he or she knows, perceives,
remembers, understands, or can work with mentally.
• They include problem identification, problem-solving tasks,
perceptual (not sensory) skills, the development or evaluation
of ideas, and remembering what one has learned through
general experience or specific training.

14. Examples

15. Examples

16. Cognitive Ability Tests
• Tests of General Abilities
• Tests of Specific Abilities
– Mechanical Comprehension Test
– Spatial Reasoning Test
– Useful for Trouble Shooting Professions like auto
mechanic, computer repair technician etc

19. Knowledge Tests
• They assess the extent to which you know course material.
• These types of tests are typically tailored to course or training
material.
• Knowledge tests are also administered for licensing and
certification purposes, including teacher certification, nuclear
power plant operator licensing, and licenses to practice law or
medicine or to sell investments.

20. Tests of Physical Abilities
• These include static strength, explosive strength, coordination,
and stamina or aerobic endurance.
• Many physical ability testing procedures tend to use simulated
pieces of work to assess the combined abilities.
• For example, a test frequently used to assess the physical
abilities of firefighter candidates is composed of several events,
each of which requires multiple abilities.

22. Psychomotor Abilities
• Tests of psychomotor abilities involve the coordinated movement
of the limbs in response to situational factors.
• It may be a complex task in which the individual is required to move
arms and legs in coordination, as in flying an airplane, driving a
vehicle or it may be a simple or discrete action such as firing a
weapon, pulling a lever etc.
• Some jobs require dexterity e.g. air traffic controllers

23. Other Tests
• Personality Testing
• Integrity Testing
– The overt integrity test asks questions directly about past honesty
behavior (stealing, etc.) as well as attitudes toward various behaviors such
as employee theft.
– The personality-based integrity test measures honesty and integrity with
less direct questions dealing with broader constructs such as
conscientiousness, reliability, and social responsibility and awareness.
• Emotional Intelligence Testing
– EI & EQ

24. Examples of Integrity Testing

25. Individual Assessment Procedures
• Interviews
– Structured
– Unstructured
– Situational
• Assessment Centers
• Work Sample & Situational Tests
– Work Sample: Assessment procedure that measures job skills by taking samples of
behavior under realistic job-like conditions.
– Example: Customer Care Representative
– Situational Tests: Paper-and pencil test that presents the candidate with a written
scenario and asks the candidate to choose the best response from a series of
alternatives.

26. Telephone Operator Interview Questions

27. Assessment Centre Sample Report

29. Thank You!!