About the Division

The Division has three main aims:

• to develop the practice of occupational psychology
• to promote high standards of professional competence and behaviour among occupational psychologists - this entails protecting the public from abuses of the subject
• to increase public awareness of occupational psychology for the advantage of individuals and organisations.

The Division attempts to achieve these aims in the following ways:

1. Applicants are only admitted to membership if they meet a number of stringent standards. Applicants complete a form and provide details of their professional experience. The details are checked with at least two referees. Applicants also sign a declaration confirming that they agree to abide by the Code of Professional Conduct.
2. The Division publishes a Code of Professional Conduct, which is freely available to members of the Division and members of the public. T
3. The Division arranges conferences and workshops designed to improve the knowledge and skills of its members, and make them more widely available.
4. The Division publishes from time to time recommendations, papers and briefs.
5. The Division advises employers, agencies and other organisations on matters relating to the employment of occupational psychologists.
6. The Division makes representations and submits evidence on matters relating to occupational psychology.
   

What is a Chartered Occupational Psychologist?

Chartered Occupational Psychologists are concerned with the performance of people at work and in training, with developing an understanding of how organisations function and how individuals and groups behave at work. Their aim is to increase effectiveness, efficiency and satisfaction at work. The services of occupational psychologists are in increasing demand. Organisations are deeply concerned about the need to recruit, retain and realise the potential of their human resources on which success depends. Occupational psychologists are the best qualified group to advise on human resource strategies and solutions. They are the only professional group to have a minimum of six years degree and postgraduate training specifically on how people behave individually and in organisations. Chartered Occupational Psychologists have the knowledge and skills to help organisations determine and implement the successful human resources strategies which will give them a competitive edge.

What does an occupational psychologist do?

The expertise of a Chartered Occupational Psychologist lies in identifying and realising the full potential of people and creating effective organisations. No listing of the fields of occupational psychology is ever perfect or complete, as any area where psychology can contribute to the understanding and assistance of human beings at work (and increasingly on the borderlines before and after work, and between work and leisure) may raise the need for investigation, or may find an application for some advance in the wider field of psychology. Members of the Division are required to establish their competence in several fields (not necessarily all); breadth is valued so that the initial diagnosis of a problem is not undertaken by too narrow a specialist. It also follows that very few people are equally competent in everything right across the board. Occupational psychologists achieve their objectives by: ·

• identifying abilities and potential - through using tests and job-relevant exercises at selection, and in career counselling
• motivating people - in designing payment and reward systems, and advising on health and safety issues
  
• assessing performance both on and off the job - in designing appraisal systems, advising on stress management, and in designing machines and computer systems that are easy to use
• helping people and organisations adapt to change - examining the effects of unemployment, advising on how to change attitudes and behaviours to improve customer service
• designing effective organisations - advising on the best type of management systems, identifying effective human resources strategies, and designing jobs to fit peoples' skills.

Occupational psychologists can appear under many different guises; 'organisational psychology', 'ergonomics', 'applied psychology', 'industrial psychology', 'personnel management', 'time and stress management' and 'management consultancy'. However, the majority of occupational psychologists work as general problem-solvers or facilitators across broad areas - such as organisational consultancy; or assessment and training; or ergonomics, health and safety.

Organisational consultancy

Organisational change and development is a process designed to improve the general effectiveness of an organisation or to improve its ability to cope during periods of change. Occupational psychologists could be called on to help a company develop a new culture or image and then project that image to the outside world. They could also be involved in advising on how to create effective work groups, systems and structures within the organisation. Interpersonal relationships, groups and intergroup processes. Here occupational psychologists help people to develop the skills of leadership, teamwork, negotiation, assertiveness, conflict resolution, and effective communication. Unemployment research looks at how individuals cope with unemployment, redundancy, retirement or job seeking. It includes looking at the alternatives to unemployment, redeployment, the problems of changing jobs or work locations, use of leisure time, and counselling. Industrial relations. Here the occupational psychologists will advise on negotiations with trade unions, and pay and incentive schemes. The emphasis is on improving relationships between management and employees.

Assessment and training

Recruitment and selection. They can develop effective advertising methods, and use psychological tests to provide evaluations of candidates. They will also monitor and validate selection procedures, and design shortlisting and assessment methods which can identify candidates with the potential required for particular jobs. Training. They can identify training needs, and develop and evaluate training programmes (particularly in how to get the best out of ourselves and others). Appraisal. They can identify key aspects of effective job performance, develop systems of appraisal which are fair and helpful to both the employee and employer, and advise on how to implement them successfully. Attitude surveys and experimental research. They use specialist skills to design and analyse surveys or morale, attitudes and values, to provide sound information on which strategic decisions can be based. Vocational guidance and counselling. By skilled use of psychometric tests and interviewing, an occupational psychologist can provide a person with a deeper understanding of his or her strengths, weaknesses and special interests.

Ergonomics, health and safety

Ergonomics is the science which explores and investigates the interaction of humans with their work environment and equipment. Occupational psychologists work with engineers and physiologists to analyse jobs, equipment and working environments taking human capabilities into account. This allows them to design machines which can be used more easily and effectively, and which allows employees to give their best performance. Occupational health and safety ranges from the study of causes of accidents to methods of prevention. Stress management involves identifying the sources of stress, and personal and organisational methods of preventing and managing stress.

Equal Opportunities

Occupational Psychologists help to decide company personnel policy on the employment of women, the disabled, and ethnic minorities. They can design awareness training programmes for managers or training designed to help disadvantaged groups to overcome common obstacles.