11. Personnel/Human Resource Psychology

  1. Paul R. Martin2,
  2. Fanny M. Cheung BA PhD3,
  3. Michael C. Knowles MCom (Qld), PhD (Edin)4,
  4. Michael Kyrios5,
  5. J. Bruce Overmier6 and
  6. José M. Prieto7
  1. Cynthia D. Fisher MS, PhD Purdue

Published Online: 20 APR 2011

DOI: 10.1002/9781444395150.ch11

IAAP Handbook of Applied Psychology

IAAP Handbook of Applied Psychology

How to Cite

Fisher, C. D. (2011) Personnel/Human Resource Psychology, in IAAP Handbook of Applied Psychology (eds P. R. Martin, F. M. Cheung, M. C. Knowles, M. Kyrios, J. B. Overmier and J. M. Prieto), Wiley-Blackwell, Oxford, UK. doi: 10.1002/9781444395150.ch11

Editor Information

  1. 2

    Griffith University, Queensland, Australia

  2. 3

    Chinese University of Hong Kong

  3. 4

    Monash University, Melbourne, Australia

  4. 5

    Swinburne University of Technology, Australia

  5. 6

    University of Minnesota, USA

  6. 7

    Complutense University of Madrid, Spain

Author Information

  1. Bond University, Australia

Publication History

  1. Published Online: 20 APR 2011
  2. Published Print: 1 APR 2011

ISBN Information

Print ISBN: 9781405193313

Online ISBN: 9781444395150

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Keywords:

  • personnel/human resource psychology;
  • industrial side of industrial/organizational psychology - associated with research and practice in personnel or human resource management in organizations;
  • history of industrial psychology, highlighting - developments in areas of job analysis, selection, training and development, and performance appraisal;
  • job analysis, integral part of practice of industrial psychology - since the very first test validation efforts, before World War I;
  • competency models, limited generic workers - oriented attributes, characterizing high performance in a wide range of jobs;
  • integrity tests, developed to predict employee theft - predicting overall job performance, counterproductive work behavior and absenteeism;
  • industrial psychologists, long been interested - in job-related training;
  • performance appraisal and performance management - performance appraisal, of interest to industrial psychologists;
  • research–practice gap in industrial psychology - complaints of a research–practice gap in industrial psychology, reflecting two major employment options in the field;
  • industrial and/or organizational psychology - it seems fitting, future of industrial psychology in relation to organizational psychology

Summary

This chapter contains sections titled:

  • Job Analysis

  • Training and Development

  • Performance Appraisal and Performance Management

  • The Research-Practice Gap in Industrial Psychology

  • Industrial and/or Organizational Psychology?

  • References