Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.
Overview
Tasks
Skills
Median Annual Wage: $76,950
Education: Doctoral degree (48%); Master's degree (47%); Post-doctoral training (5%)
Projected Growth: Much faster than average (22% or higher)
Related Job Titles: Research Scientist; Consultant; Industrial/Organizational Psychologist (I/O Psychologist); Organizational Psychologist; Consulting Psychologist; Organizational Consultant; Management Consultant; Industrial Psychologist; Assessment Services Manager; Organizational Development Consultant
Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, and motivation to assess organizational functioning.
Conduct presentations on research findings for clients and at research meetings.
Provide expert testimony in employment lawsuits.
Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.
Review research literature to remain current on psychological science issues.
Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion.
Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion.
Write articles, white papers, and reports to share research findings and educate others.
Develop new business by contacting potential clients, making sales presentations, and writing proposals.
Develop and implement employee selection and placement programs.
Facilitate organizational development and change.
Train clients to administer human resources functions including testing, selection, and performance management.
Identify training and development needs.
Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.
Assess employee performance.
Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.
Coach senior executives and managers on leadership and performance.
Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.
Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.
Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Speaking - Talking to others to convey information effectively.
Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Writing - Communicating effectively in writing as appropriate for the needs of the audience.
Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.