Organisational Psychologist

Overview

Organisational psychology is one of nine practice areas recognised by the Psychology Board of Australia. Practitioners apply psychological principles to boost workplace performance and employee well-being.

As an organisational psychologist, you implement evidence-based strategies to enhance staff productivity and overall business efficiency. You also provide guidance on recruiting talent, developing leadership skills, and workplace adaptability. The aim is to nurture a supportive work culture that achieves business goals while promoting job satisfaction.

What is Organisational Psychology?

Organisational psychology applies psychological principles to improve workplace performance and employee wellbeing. It aims to enhance productivity and create positive work environments through scientific methods.

Workplace issues that may arise include staff conflicts, change adaptation problems, recruitment and retention challenges, motivation and performance issues, and safety and health concerns.

Organisational psychologists diagnose these problems using evidence-based approaches. They develop strategies for organisational improvement, conduct assessments for policy formation, and provide coaching and training to improve skills and leadership.

Role of Organisational Psychologists

Employers hire organisational psychologists to boost employee happiness, productivity, and culture. They use psychology to improve hiring, training, and manage changes for better work environments.

These services are used by big and small companies, nonprofits, and government bodies. Each needs custom solutions for their specific challenges.

A practitioner typically begins by analysing the workplace, using surveys and interviews to spot issues. Then, they might roll out leadership training, team-building, or wellness programs, checking their impact over time. For more targeted interventions related to employee selection and performance, they might collaborate with an industrial psychologist.

Differences Compared to HR

Human resource managers are also very interested in culture, the experiences of employees, and optimising productivity. It is common for job requirements in HR management to include responsibilities such as shaping company values, fostering team dynamics, and managing diversity and inclusion initiatives.

Organisational psychologists, however, are trained differently. They're better prepared for tasks like conducting psychological assessments, creating strategies to enhance organisational culture, and applying scientific research to solve workplace issues. They are adept at collecting and using experiential data on employees.

Understanding employee behavior is a crucial role of the HR manager. Still, they may hire an industrial organizational psychologist to help them understand employee behavior and develop effective strategies.

University of the People

Fundamentally, HR is a business function focused on operational efficiency and employee management. In contrast, organisational psychology is concerned with understanding people in order to improve individual and group behaviour within the workplace.

How Do I Become an Organisational Psychologist?

Start with a 3-year bachelor's degree in psychology. If your first degree isn't in psychology, a Graduate Diploma in Psychology will get you on track.
Next, complete a 1-year honours degree or Graduate Diploma in Psychology (Advanced). This qualifies you for provisional registration.
Then, take a 2-year master's degree in organisational psychology. This covers workplace improvement, employee wellbeing, and managing organisational change.
Do 2 years of supervised practice in organisational settings to build your skills.
Finally, register with the Psychology Board of Australia. With your education and experience, you can apply for an endorsement in Organisational Psychology.