Bachelor of Arts Honours in Industrial and Organisational Psychology
Business, Commerce and Management Studies - Human Resources
Purpose and Rationale
Qualification in Industrial and Organisational Psychology
Purpose
The qualification proceeds on the pathway set by the undergraduate Bachelor of Arts qualification, deepening and broadening the scientific study of human behaviour in the workplace. This qualification aims to develop an increased measure of intellectual independence in students by exploring the interaction between individuals and work processes with a view to predicting and promoting well-being and productivity and facilitating the most advantageous use of human resources in the organisation. This qualification prepares students for research based Postgraduate study. As aspiring practitioners in the Industrial and Organisational Psychology (IOP) field, students will conduct research to determine why people choose particular careers. They will investigate ways of making the work environment more stimulating. They will uncover methods that employers can use to motivate employees, for example by offering different kinds of incentives for work, and ways for employees to enjoy their work more, thus looking forward to coming to work each day and becoming more productive and satisfied individuals. In short, once qualified, these candidates will be able to guide employers to create a workplace that facilitates and promotes employee performance and the retention of valued staff. They will be able to develop and apply tests for all functions in the workplace to ensure that employees are actually capable of doing the work required in a particular setting and psychologically well matched to the type of job that they are required to do. They will be concerned about the physical and mental well-being of employees and study employee attitudes and behaviour, evaluate businesses and conduct leadership training. Moreover, they will be able to develop training qualifications and job performance standards as well as measure job performance.
Rationale
The curriculum of the qualification has been designed in such a way as to prepare competent Industrial and Organisational Psychology (IOP) practitioners for a variety of career pathways in business organisations, industry and other places of work for further academic study. This qualification as a course of study has become increasingly relevant in the modern era. Evidence of that can be found in the significant volume of research-based publications, providing Industrial and Organisational Psychologists not only with a deeper understanding of human behaviour in the workplace, but also insight into the physical and psychological conditions of employees in diverse socioeconomic work environments. These insights ultimately result in an improvement in the quality of life for employees, as well as the overall effectiveness of organisations in a local and global context. Industrial and Organisational Psychology (IOP) makes large contributions to organisational effectiveness by enhancing performance, satisfaction, wellbeing, motivation and attitudes of employees.
In order to apply industrial and organisational psychological practices to industry, a number of different activities need to be performed. This include job and performance analyses that indicate not only the level and type of skills and knowledge required of employees to do a particular job, but also their tasks and responsibilities as well as their performance expectations. This in turn relates closely to employee motivation, which in its positive form not only improves productivity, but also has a significant impact on staff retention rates. Industrial and Organisational Psychologists also study the work environment and recommend changes resulting in increased production and motivation and the elimination of any negative influences. They develop rating scales and examine work samples to evaluate job performance.
Moreover, these professionals become involved in the recruitment and hiring of qualified and competent staff for various jobs within the organisation. Methods used for selecting appropriate candidates for a job include reviewing applicant qualifications, applying specific screening procedures, conducting structured interviews and psychometric testing. The development of training programs is another responsibility related to these professionals. Using job analyses, the knowledge and competencies required for particular jobs are identified and training programs developed, together with appropriate knowledge and skills assessment and qualification evaluation strategies.
IOP is a rapidly expanding profession offering many diverse career opportunities in private and public enterprises. Within universities, Industrial and Organisational Psychologists conduct research as well as teach undergraduate and graduate students. Pharmaceutical companies, energy production and motor manufacturing companies, hospitality businesses and governmental agencies are some examples of enterprises that recruit graduates of IOP. Some Industrial and Organisational Psychologists become independent consultants. There are numerous job opportunities for graduates of IOP within South Africa, and the profession offers above average lifestyle benefits and financial rewards. In South Africa, an Industrial and Organisational Psychologist is required to register with the Health Professions Council of South Africa (HPCSA) in accordance with the Medical, Dental, and Supplementary Health Service Professions Act, No 56 of 1974. The main function of the board is to instill high standards of professional training and conduct among members of the profession.
The above outline provides sufficient motivation for the introduction of qualification such as the Honours qualification in IOP proposed here, since to a large extent the well-being of industry and organisational functioning depends on well-educated and competent Industrial and Organisational Psychologists.
Outcomes
- Engage in independent learning and research activities by planning, designing, conducting and reporting on IOP research conducted organisational settings while adhering to appropriate research principles and protocols and applying appropriate research methods and analytical techniques.
- Demonstrate knowledge of organisational behavioural theory and the competence to make professional contributions to organisational functioning in global contexts.
- Integrate and apply the theories and functions of psychological assessment and psychometric testing in an industrial-organisational context with due consideration of its ethical implications.
- Integrate and critically apply the major human resource theories and principles for the purpose of designing, delivering and evaluating HR systems to enhance organisational effectiveness.
- Integrate and critically apply the major occupational theories and principles for the purpose of designing, delivering and evaluating occupational counselling programmes with a view to promoting occupational well-being and the fulfilment of employee potential.
- Integrate the theory, principles and practices of Industrial and Organisational Psychologist (IOP), organisational behaviour, occupational counselling, psychometrics and human resources as they contribute to the effective functioning of the business organisation.
Assessment Criteria
Associated Assessment Criteria for Exit Level Outcome 1:
- Demonstrate a sound knowledge of research design and methodology in the social sciences and applicable to the field of Industrial and Organisational Psychologist (IOP).
- Submit a valid research proposal for a research project, including a preliminary literature review framing the research topic together with an appropriate research design.
- Demarcate a target area and/or population in which to collect data and data related to the research topic collected by means of relevant measuring instruments.
- Table the established research protocols, the research data appropriately and analysed using relevant analytical tools and procedures, and findings and conclusions prepared.
- Present a final research report in the form of an academic treatise, meeting academic and scientific discourse and American Psychological Association (APA) style conventions.
- Maintain ethical standards related to the research protocols including the reliability and validity of the research throughout.
Associated Assessment Criteria for Exit Level Outcome 2:
- Analyse contemporary behavioural theories, practices and techniques, compared and critiqued.
- Analyse significant organisational variables and their impact on employee and group behaviour investigated and evaluated.
- Analyse the impact of formal and informal elements on the behaviour of individuals and groups in organisations and appraised as well as their effect on the functioning of organisations.
- Assess and report the potential effects of, and the interplay between, organisational-level factors such as leadership and management style, organisational structure, socio-economic conditions, culture and change on organisational behaviour.
- Investigate and appraise the impact of interdisciplinary sources of knowledge on organisational behaviour as well as processes of knowledge production.
- Analyse cases that challenge the dynamics of organisations and solutions proposed.
- Investigate and describe the effects of globalisation, technological innovation, workplace diversity and continuing demands for higher levels of ethical behaviour on the management of change in organisations.
- Select reports of current organisational research will be reviewed and critiqued.
Associated Assessment Criteria for Exit Level Outcome 3:
- Describe and evaluate the key elements of psychometric theory, including the statistical concepts used for analysing, interpreting and evaluating test results.
- Explain and exemplify the function of psychometric assessment as applied in industry and organisations.
- Analyse and appraise selected psychometric assessment instruments.
- Explain and demonstrate the utilisation of psychological assessment in the workplace for developmental and counselling purposes.
- Describe the statutory control of psychological instruments and the role of ethics in assessment practice explained and demonstrated by means of examples.
- Analyse and critique emerging trends and developments in psychometric assessment.
Associated Assessment Criteria for Exit Level Outcome 4:
- Use contemporary IOP theories, principles and practices as a platform to assess the design, implementation and management of human resources at numerous levels in organisations.
- Explore a thorough understanding of the internal and external environmental factors affecting organisations human resources, as well as the ethical implications of managerial decision-making and actions.
- Apply and evaluate the functioning of the entire Human Resources (HR) system in organisations, from developing HR strategy through to implementing the HR strategy in selection and recruitment, compensation and rewards, and training and development will be devised.
- Apply and evaluate emerging trends and challenges in the field of HR.
- Analyse and assess the rewards model and package structure of a company for adequacy and effectiveness and changes recommended appropriate to size, operations and organisational goals.
Associated Assessment Criteria for Exit Level Outcome 5:
- Review and critiqued major occupational counselling theories in terms of the purpose, objectives, limitations and ethical dilemmas of occupational counselling.
- Review and critique the strengths and weaknesses of major occupational counselling theories with regard to culture, gender, social class, ability, status and other forms of diversity and challenges in the corporate environment.
- Evaluate and critique team-building techniques proposed by occupational counselling and IOP theory.
- Interview questions that test the attitude and aptitude of recruits toward creative problem-solving, working as a team member, and creating value for the customer while maintaining ethical standards will be reviewed, applied and appraised.
- Analyse typical workplace conflict situations, evaluated and resolutions proposed that are compatible with organisational goals, corporate culture and personalities with due cognisance of the psychological need for respect, dignity and empowerment.
- Describe the ethical nature of the occupational counsellor's relationship with the organisation and its employees, including the limits of confidentiality of the counselling services, ethical issues related to test construction and scoring, informed consent, the release of test data and the interpretation of test results.
- Administer and critique selected occupational assessment instruments.
- Reviewed and evaluated cases of occupational counselling interventions and/or guidance programmes and alternative courses of action proposed.
Associated Assessment Criteria for Exit Level Outcome 6:
- Identify and asses managerial and leadership behaviours that promote individual and group motivation in terms of their contribution to enhancing organisational behaviour.
- Integrate and apply relevant theories and principles of IOP, organisational behaviour and occupational counselling to specific HR management challenges in the workplace.
- Analyse and assess the impact of individuals, socio-political, economic and other groupings and organisational structures on the effectiveness of the business as an organisation.
Integrated Assessment:
- The treatise in its design, preparation and presentation draws from all knowledge areas covered and therefore is used for Integrated Assessment.
- Assessment methods will include a combination of diagnostic and Formative Assessment tasks, case studies, scenarios, and practical projects.
- Formal, summative assessment will consist of scheduled formal tests, written research assignments, projects, and reports.
- The final, summative examination will account for 60% of the final semester mark, except for the Treatise which will be examined by an internal and external examiner and account for 100% of the final mark.
- A portfolio of assessment tasks reflecting the achievement of the learning outcomes will be submitted to the external moderator for moderation purposes.
Qualification Details
- Type
- Honours Degree
- NQF Level
- 08
- Min. Credits
- 120
- SAQA Source
- More Information
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