Encouraging and incorporating diversity: This is done by training managers to understand and value individuals of various races, genders, religions, and cultures. Engaging in change management: This is done by helping organizations to minimize process loss and maximize effectiveness of organizational change. Being involved in job design: This is done by using job analysis to ensure that jobs are well designed to maximize job performance. Creating and advising on corporate structure: This is done by consulting with organizations to help determine the appropriate organizational structure. Engaging in team management: This is done by helping teams optimize performance because they understand the unique factors affecting group and team behavior.
They deal with human resource issues in the following ways:
Compliance with fair and legal HR practices: I/O psychologists ensure that the organization complies with EEOC and that there is no bias in hiring and promotion decisions. Compensation: I/O psychologists use job analyses to determine the appropriate level of compensation for a job. Employee health: I/O psychologists understand the impact of employees' health on job performance and can advise organizations about ways to be sure employee health doesn't interfere with job performance. Work-life initiatives: I/O psychologists help organizations to develop programs to help employees balance their work and nonwork lives. Performance evaluations: I/O psychologists develop these evaluations and train managers to conduct these evaluations.
Legal, such as discrimination lawsuits, complying with regulations such as EEOC, Americans with Disabilities Act (ADA), and Occupational Safety and Health Administration (OSHA). Workplace health, such as ergonomics, human factors, safety, stress, and workplace violence. Compensation and benefits, such as pay, perks, rewards, and recognition. Employee behavior such as harassment, absenteeism, and discipline. Employee issues such as union and labor relations. Work-life programs such as flexible work arrangements, quality of work life, work-life balance, working parents, and telecommuting. Performance evaluations and assessments such as the design of job