BMAN71951
Professional Skills for Organisational and Business Psychologists
15
Semester 1
Postgraduate Taught
Level 7
Geoffrey Thomas
Unit coordinator
1
FHEQ level (Framework for Higher Education Qualifications) ' Masters/Integrated Masters P4 '
European Credit Transfer & Accumulation System Rating : 7.5
<p style="margin-left:5.7pt;">The course consists of weekly, three-hour sessions delivered over ten weeks. The course provides a foundation to support students in applying the knowledge of organisational and business-related psychology acquired during the MSc programme and to become competent practitioners. The course is based on the ‘scientist-practitioner’ model of consultancy. Topics covered include the consultancy cycle, ethics in practice, working effectively with others, and communication skills. In addition, the course includes an option for students to gain a qualification in psychometric testing in occupational settings and to apply for entry to the British Psychological Society (BPS) Register of Qualifications in Test Use (please note that the BPS charges a fee for this registration).</p><p> </p>
<p style="margin-left:5.7pt;">The course consists of weekly, three-hour sessions delivered over ten weeks. The course provides a foundation to support students in applying the knowledge of organisational and business-related psychology acquired during the MSc programme and to become competent practitioners. The course is based on the ‘scientist-practitioner’ model of consultancy. Topics covered include the consultancy cycle, ethics in practice, working effectively with others, and communication skills. In addition, the course includes an option for students to gain a qualification in psychometric testing in occupational settings and to apply for entry to the British Psychological Society (BPS) Register of Qualifications in Test Use (please note that the BPS charges a fee for this registration).</p><p> </p>
<p style="margin-left:5.7pt;">The course aims to provide a foundation for applying organisational psychology theory and research evidence in the workplace. In addition, it gives students a sound understanding of psychometric test use in the workplace and the practical skills required to administer psychometric tests in occupational settings.</p><p> </p>
<div> Understand and be able to apply the scientist-practitioner consultancy model;</div><div> Understand the concept of the consultancy cycle in the practice of organisational psychology</div><div> Understand the principal skills that underpin effective practice in organisational psychology, including understanding ethics in practice, evidence-based practice, working effectively with others, and oral and written communication skills</div><div> Understand the main theoretical and applied issues in psychometric tests effectively in occupational settings;</div><div> </div>
0
Other
100%
<p>Test User: Narrative report on personality assessment and competency-based feedback report on personality assessment; total weighting 60%<br />Reflective report; weighting 40%</p><p>Test User: Case Study practical assessment in test use; pass/fail criterion, 0% weighting</p><p> </p><p> </p>
<div> Informal advice and discussion during a lecture, seminar, or workshop or lab.</div><div> Online exercises and quizzes.</div><div> Responses to student emails and questions from a member of staff including feedback provided to the student cohort as a whole.</div><div> Specific course related feedback sessions.</div><div> Written and/or verbal comments on assessed or non-assessed coursework.</div><div> Generic feedback posted on Blackboard regarding overall assessment performance.</div><div> </div>
BMAN71951 Programme Req: BMAN71951 is only available as a core unit to students on MSc Business Psychology and MSc Organisational Psychology
MSc Business Psychology
MSc Business Psychology
PGDT Taught Component
Mandatory
N
<p>The main study material for the course consists of a course folder provided by CEB SHL for students: Occupational Testing (Level A) and Occupational Personality Questionnaire (Level B).<br /> <br />For general additional reading, the following books are recommended:<br /><br />Cook. M. (2009). Personnel Selection: Adding Value Through People (5th edition). Chichester: Wiley<br /><br />Smith, J. M. (2004). Testing People at Work: Competencies in Psychometric Testing. London: Blackwell.<br /><br /><strong>Topic-specific reading:</strong><br /><br /><strong>The selection paradigm, types of tests and psychometric testing:</strong><br /><br />McCloy, R.A., Campbell, J.P. and Cudeck, R. (1994). A confirmatory test of a model of performance determinants. Journal of Applied Psychology, 79:493-505.<br /><br />Ree, M. J., Earles, J.A. and Teachout, M.S. (1995). Predicting job performance: Not much more than G. Journal of Applied Psychology, 79:518-524.<br /><br />Robertson, I.T. and Smith, M. (2001). Personnel selection. Journal of Occupational and Organizational Psychology, 74, 441-472.<br /><br />Smith, J.M. (2005) Testing People at Work: Competencies in Psychometric Testing. London: Blackwell. Chapter 1.<br />Smith, M (1994). A theory of the validity of predictors in selection. Journal of Occupational and Organizational Psychology, 67, 19-31.<br /><br />Schmidt, F.L. and Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.<br /><br /><strong>Job analysis:</strong><br /><br />Dierdorff, E. C., & Wilson, M. A. (2003). A meta-analysis of job analysis reliability. Journal of Applied Psychology, 88 (4), 635-646.<br /><br />Levine, E. L., Sistrunk, F., McNutt, K. J., & Gael, S. (1988). Exemplary job analysis systems in selected organizations: A description of processes and outcomes. Journal of Business and Psychology, 3, 3-21.<br /><br />Levine, E. L., Ash, R. A., & Bennett, N. (1980). Exploratory Comparative Study of Four Job Analysis Methods. Journal of Applied Psychology, 65 (5), 524-535.<br /><br />Morgeson, F. P., & Campion, M. A. (2000). Accuracy in job analysis: toward an inference-based model. Journal of Organizational Behavior, 21, 819-827.<br /><br /><strong>Reliability and Validity:</strong><br /><br />Hunter and Schmidt (1996). Measurement error in psychological research: lessons from 26 research scenarios. Psychological Methods, 1, 199-223.<br /><br />Smith, J M. (2005) Testing People at Work: competencies in psychometric testing. London: Blackwell. Chapters 10 & 11.<br /><br /><strong>Utility and Fairness in Selection:</strong><br /><br />Boudreau. J. W. (1992). Utility Analysis for decisions in human resource management. In M. D. Dunnette and L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (pp. 621-746). Palo Alto, CA: Consulting Psychologists Press<br /><br />Smith, J M. (2005) Testing People at Work: competencies in psychometric testing. London: Blackwell. Chapters 12 & 13.<br /><br /><strong>Introduction to Personality:</strong><br /><br />Cook. M. (2009). Personnel Selection: Adding Value through People. Chichester: Wiley. Chapter 7<br /><br />Funder, D. C. (2001). Personality. Annual Review of Psychology. 52, 197-221.<br /><br />Matthews, G., Deary, I. J. & Whiteman, M.C. (2003). Personality Traits (2nd Ed.). Cambridge: Cambridge University Press.<br /><br />Smith, J M. (2005). Testing People at Work: Competencies in Psychometric Testing. London: Blackwell. Chapter 4.</p>
Lectures
30
Practical classes & workshops
1
0
118
<p><strong>Informal Contact Method</strong></p><p>Office Hours (by appointment)<br /><br />Online Learning Activities (blogs, discussions, self assessment questions).</p>