Psychology Human resource management entails the implementation of effective
Human resource management entails the implementation of effective and competent measures necessary in the selection and recruitment of staff members as well as handling disciplinary actions while also mediating the arising disputes. On the other hand, Industrial-Organizational (I/O) Psychology focuses on the development of a detailed understanding of the reasons that influence people’s behaviors and actions especially the ones relating to the workplace. In my ideal career path of owning a human resource consulting firm that specializes in industrial organization, I am obliged to adopt and implement competent problem-solving skills that will influence the work-life quality and productivity across the workplace. By taking advantage of the understanding of workplace behavior, the HR consulting firm will be goal-oriented through the establishment of policies that are geared towards promoting employee retention, business success, and the use of reliable business models.
Based on the statistical data provided by the Bureau of Labor, the field of I/O psychology is estimated to achieve a tremendous growth over the next few years. Some of the top industries under this category are management as well as technical and scientific consulting. For the human resource management and consulting services, the incorporation of I/O psychology means that there is a significant niche from industries such as social assistance and healthcare as well as scientific, professional, and technical services. As such, my specialization in I/O psychology will contribute to the increased understanding on the development of high performance teamwork while strengthening the leadership approach using relevant organizational theories and behavior. In this regard, the paper is structured around my career path of owning a human resource consulting firm with a specialization in I/O psychology through the understanding and development of relevant knowledge and competencies to establish and maintain a realistic, goal-oriented, and viable business plan that conforms to a specific set of ethical standards.
Knowledge and Competencies
Since human resource focuses on interpersonal relationships within the workplace, a background of I/O will create an extensive understanding of the concerns involved in a company’s relationship through the increased experience and skills in complex problem-solving. The other fundamental aspect of such a career path is the development of strong communication skills to facilitate the increased productivity of employees across the workplace. The fundamentals of human resource are the primary focus in the establishment of a fruitful career in I/O psychology. The industry requires professionals to be updated on the current trends and developments in the field of I/O psychology. As such, it is imperative to consider membership in various organizations within the industry such as the Society for Industrial and Organizational Psychology (SIOP) (Chelladurai & Kerwin, 2018). This would help in the acquisition of new information as well as the best practices necessary for the modern society and its changing needs and demands.
An industrial or organizational psychologist is tasked with the responsibility of recognizing the interdependence of individuals as well as organizations while also identifying the relevant impact factors that include the shortage of skills, government influences, and the changing nature of the workforce. Such individuals also facilitate effective responses to the arising issues and problems that involve people at work through the involvement of advisors for business, public, labor, and community-based organizations. As such, these professionals are eligible to the development of scientific knowledge that applies to the solution of prevailing issues at work. There are two forms of I/O psychologists; applied and basic (Ferris et al., 2018). The applied ones are focused on the practice of effective problem-solving at work while the basic ones are based on the interests of the investigator thereby working on social interaction, behavioral measurement, training and development, as well as setting personnel policies among other responsibilities.
I/O psychologists specialize in a vast array of areas that are structured around human resource management. These areas are divided into the categories of; selection and placement, organizational development, training and development, performance, measure, consumer psychology, quality of work life, and engineering psychology. Under these categories, specific responsibilities are assigned that align to the facilitation of effective workmanship as well as the promotion of productivity across the work setting. The typical approach for I/O psychologists involves the individual engagement in a particular situation that enhances the redefinition of a problem. They establish preliminary enquiries that enable them to determine the dynamics of a particular project thereby implementing relevant plans to that influence the successful implementation of the program.
Based on the gap analysis approach, there are various skills necessary in the determination of the existing gaps between the skills possessed by employees and those required by the consulting firm to achieve its short-term and long-term goals. Through this analysis, it is inevitable to plan for the individual and team skills required to establish efficiency throughout the workplace. As such, talking to the staff members, C-suite, and team leads will help uncover the skills missing across different departments. The primary focus will be on customer excellence, innovation, impact to the community, employee happiness and satisfaction, as well as the financial growth of the firm. Furthermore, the desired future state of the firm will be identified through the assessment of its current state to establish timely, realistic, and measureable goals for the organization. The gap analysis also includes relevant measures such as the Key Performance Indicator (KPI) that will entail the achievement of an innovation score of above 80 percent and the dedication of over 50 percent of the available developer resources to the creation of new features. Action plans will also be prioritized for the creation of efficiency throughout the firm’s projects.
Starting a Business Plan
The business I intend to start is a human resource consulting firm that specializes in industrial organizational psychology. Our services will be based on offering other businesses especially the smaller ones the consultation they require by working on a needed basis. As such, we intend to recruit as well as interview job applicants while also advise managers and executives who are encountering challenges with their employees. Our services will also be based on handling both off boarding and onboarding for the workers who are departing as well as those who have been newly recruited. The firm’s brand will be established around the activities and competencies in which we specialize in and offer to our clients. In this regard, we will develop a brand that in well-known for intervening where there is lack of expertise within a specific area and the desire to improve a business’s leadership.
Precisely, our brand will be structured around a vast array of activities including the provision of specific knowledge where a business is faced with a challenge or an opportunity that requires the external support of an expert. We will provide third-party intervention for businesses in crisis thereby allowing them to develop an accurate perspective that will facilitate the establishment of a constructive course of action. We also intend to ensure that we are renowned for our success in supporting businesses to reach their potential by evaluating them and subsequently making recommendations on how best to improve their prospects. Moreover, our brand will also focus on cost control to allow businesses save money for staffing and budgets.
To create a reliable platform for the establishment of our HR consulting firm, it is imperative to develop an effective marketing plan that will increase our productivity and consumer base. We intend to use social media platforms to reach out to a large demographic of people by letting them know of our services and area of specialization. Through the use of digital marketing, the company will emphasize on its mission and vision statements while allowing the viewers to participate actively through giving their feedback, suggestions, opinions, and recommendations on our mode of operation as well as our approach to business. On the other hand, the company will use customer responses based on the ratings offered to increase its versatility and diversity across a vast section of consumers. This will be influenced by realizing the specific customer needs and wants as they change based on different environments and adjusting to their desires to reach the intended goal of reliable, practical, and productive consultation.
Maintaining the Business Plan
A good client relationship is among our core business goals. As such, we intend to ensure that clients trust us and listen to us the firm will also be expanding its business through referrals from other satisfied clients One of the strategies for maintaining the business and building client relationships is getting to know the clients at a personal level. This will help in identifying how they work, what they need, and our consulting approach to their business requirements (Crawshaw, Budhwar & Davis, 2020). On this note, after making contact with a client, we will begin with conducting research on the business to understand the level of professionalism applied while also establishing the best approach towards effective communication with the client. To facilitate such an understanding, our firm will engage in on-site meetings to allow use familiarize with the client’s organizational culture and the approach used by their teams to communicate.
The other strategy is setting regular check-ins with the clients through the creation of agendas to ensure that all the parties involved stay organized. The check-in meetings will be structured around project updates alongside regular visits as a way to celebrate and acknowledge the work done. Our firm will focus on the feedback acquired from clients to determine how to improve the work and projects done collaboratively. The board counseling incorporates an expansive scope of exercises, and the numerous organizations and their individuals regularly characterize these practices in an unexpected way. One approach to classify the exercises is as far as the expert’s specialized topic. Be that as it may, by and by, the same number of contrasts exists inside these classifications as between them. Another methodology is to see the procedure as a grouping of stages—passage, contracting, conclusion, information assortment, criticism, usage, etc (Storey, 2016). Be that as it may, these stages are normally less discrete than most specialists concede.
Expanding agreement, responsibility, learning, and future viability are not proposed alternative for the more standard motivations behind administration counseling however as attractive results of any extremely compelling counseling process. The degree to which they can be incorporated with strategies for accomplishing progressively customary objectives relies upon the comprehension and aptitude with which the entire counseling relationship is overseen (Riggio, 2015). Such purposes have gotten more consideration in association improvement writing and in the compositions of social advisors than in the field of the board counseling. In any case, social destinations can best be accomplished when incorporated with increasingly customary methodologies. What’s more, customers reserve a privilege to anticipate that all administration experts, whatever their claim to fame, are touchy to human connections and forms and gifted in improving the association’s capacity to understand future just as present issues.
The possibility that counseling achievement relies entirely upon logical aptitude and on a capacity to introduce persuading reports is losing ground, halfway on the grounds that there are presently more individuals inside associations with the necessary systematic methods than in the blast long periods of “methodology counseling” (Stewart & Brown, 2019). Increasingly, the best administration specialists characterize their target as suggesting arrangements as well as standardizing progressively powerful administration forms. This pattern is critical to counseling firms since it requires process abilities that need more accentuation in firms’ enlistment and staff advancement strategies. It is similarly noteworthy to supervisors who need master guidance as well as down to earth help in improving the association’s future execution. As administrators comprehend the more extensive scope of purposes that amazing counseling can help accomplish, they will choose specialists all the more carefully and hope for something else of incentive from them. What’s more, as customers figure out how to communicate new needs, great advisors figure out how to address them.
As a HR consulting firm, we will be expected to maintain high standards based on the code of ethics. One of the primary practices is fairness and justice in which we will be responsible for promoting and fostering fairness for the involved employees as well as their organization (Lefkowitz, 2017). This is geared towards the establishment of an environment that encourages the involved stakeholders to reach their maximum potential in a productive and positive approach. The other ethical standard is maintaining a substantial level of trust with our clients as well as stakeholders by protecting their interests and maintaining our professional integrity. Moreover, the firm will implement inclusion and diversity measures across all races, gender, and socio-economic classes. Lastly, we intend to ensure that client information is kept private and confidential by securing electronic systems thereby protecting company information.
By owning a human resource consulting firm with a specialization in I/O psychology through the understanding and development of relevant knowledge and competencies we intend to establish and maintain a realistic, goal-oriented, and viable business plan that conforms to a specific set of ethical standards. The fundamentals of human resource are the primary focus in the establishment of a fruitful career in I/O psychology. The industry requires professionals to be updated on the current trends and developments in the field of I/O psychology. To create a reliable platform for the establishment of our HR consulting firm, it is imperative to develop an effective marketing plan that will increase our productivity and consumer base. We intend to use social media platforms to reach out to a large demographic of people by letting them know of our services and area of specialization. We intend to ensure that clients trust us and listen to us the firm will also be expanding its business through referrals from other satisfied clients by getting to know the clients at a personal level.
Chelladurai, P., & Kerwin, S. (2018). Human resource management in sport and recreation. Human Kinetics.
Crawshaw, J., Budhwar, P., & Davis, A. (Eds.). (2020). Human resource management: Strategic and international perspectives. SAGE Publications Limited.
Ferris, G. R., Harris, J. N., Russell, Z. A., & Maher, L. P. (2018). Politics in organizations. Sage Reference.
Lefkowitz, J. (2017). Ethics and values in industrial-organizational psychology. Taylor & Francis.
Riggio, R. (2015). Introduction to industrial and organizational psychology. Routledge.
Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.
Storey, J. (2016). Human resource management. Edward Elgar Publishing Limited.