Learn the Lingo
OCG is a consulting firm made up of I-O Psychologists who have practical business experience. The field of I-O Psychology often works hand-in-hand with business leaders, executives, and human resource leaders to consult and deliver people management services.
Below are some terms you may come across on our website or in working with I-O and HR professionals. We have provided brief definitions that we hope will be helpful as you navigate the complexities of working with people and organizations in today's global business world.
Industrial / Organizational Psychology
(also I/O Psychology, Organizational Development, Organizational Psychology, or Industrial Psychology)
"The scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance." www.siop.org
(also Organizational Effectiveness, OD, OE)
Organization-wide initiatives to help companies to be more effective through organizational reflection, analysis, planning, and system improvement. OD is sometimes structured within Human Resources or as a separate department. By using behavioral science knowledge and principles, talent management, succession planning, and competency modeling.
360 Degree Feedback
(also 360, multi-rater feedback)
A method for collecting data about a person from different perspectives, usually that of self, manager, peers, and direct reports. Information is collected through survey or one-on-one interview and then feedback to the individual as a tool for development.
Affirmative action efforts are meant to ensure that members of all demographic groups receive equal employment opportunities in order to avoid discrimination in the workplace.
Groups are extremely important in today's workplace. In order to be defined as a group, the members need to be trying to achieve the same goal.
A job analysis is useful for describing what someone does at a particular job. It also helps in placing people in similar salaries, types of tests and performance appraisals.
Performance appraisals focus on evaluation of job incumbents to assess employees' strengths and weaknesses and to identify appropriate pay raises.
The accuracy of a measurement instrument. This helps tell if you are predicting what you want to predict. Unfortunately there can be many threats to your accuracy of measurement.