Apply principles of psychology to personnel, administration, management, sales, and marketing problems. Activities may include policy planning; employee screening, training and development; and organizational development and analysis. May work with management to reorganize the work setting to improve worker productivity.

Investigative - Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.

1. Develop and implement employee selection and placement programs.

2. Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.

3. Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, and promotion.

4. Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.

5. Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.

6. Assess employee performance.

7. Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs as well as information about aspects such as job satisfaction.

8. Write reports on research findings and implications to contribute to general knowledge and to suggest potential changes in organizational functioning.

9. Facilitate organizational development and change.

10. Identify training and development needs.

11. Formulate and implement training programs, applying principles of learning and individual differences.

Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Speaking - Talking to others to convey information effectively.

Reading Comprehension - Understanding written sentences and paragraphs in work related documents.

Writing - Communicating effectively in writing as appropriate for the needs of the audience.

Coordination - Adjusting actions in relation to others' actions.

Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.

Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.

Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Sociology and Anthropology - Knowledge of group behavior and dynamics, societal trends and influences, human migrations, ethnicity, cultures and their history and origins.

Job Zone Five: Extensive Preparation Needed

Education: A bachelor's degree is the minimum formal education required for these occupations. However, many also require graduate school. For example, they may require a master's degree, and some require a Ph.D., M.D., or J.D. (law degree).

Training: Employees may need some on-the-job training, but most of these occupations assume that the person will already have the required skills, knowledge, work-related experience, and/or training.

The college search results are undergraduate programs associated with Industrial-Organizational Psychologists. Further education may also be required to pursue this career.

The training search results include both short and long-term programs associated with Industrial-Organizational Psychologists, and may be more appropriate for adult and non-traditional students. Further training may also be required to pursue this career.

In US the average wage for this occupation was:

$79,500 for entry level workers, and $136,420 for experienced workers.

Based on the total number of annual openings and its growth rate, the employment prospects for this occupation are described as Favorable.

During 2006, there were approximately 1,943 Industrial-Organizational Psychologists employed in US.

We estimate that in 2016 there will be 2,356  employed in US. This represents an increase of 10 job(s) each year, and a total of 0 job openings each year.

Psychologists - Visit this link for additional information on this career from the Occupational Outlook Handbook; a publication produced and maintained by the United States Department of Labor.

Psychologists - Visit this link for information on this career in the military.

Human Resources Managers - Plan, direct, and coordinate human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.

Education Administrators, Elementary and Secondary School - Plan, direct, or coordinate the academic, clerical, or auxiliary activities of public or private elementary or secondary level schools.

Compensation, Benefits, and Job Analysis Specialists - Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

Training and Development Specialists - Conduct training and development programs for employees.

Instructional Coordinators - Develop instructional material, coordinate educational content, and incorporate current technology in specialized fields that provide guidelines to educators and instructors for developing curricula and conducting courses.

First-Line Supervisors/Managers of Office and Administrative Support Workers - Supervise and coordinate the activities of clerical and administrative support workers.