Hello All, My son is considering entering a masters or doctorate program in industrial/organizational psychology. He graduated from Montclair State University here in New Jersey a year ago with a BA in Psychology, minor in business. He finished with a 3.7 gpa. He still needs to take his gre. I know that many schools have graduate psychology programs and I believe that the type of accreditation that the school has needs to be considered if licensure in a particular state is the goal. Since my sons goal is to work in human resources I do not believe that licensure would be required. I noticed that Bellevue University has a PhD program in Human Capital Management. Since I know little about psychology or doctorate programs I thought I would ask the board for some input. Is Human Capital Management and I/O Psychology closely related? Bellevue requires gmat or gre scores, four 1 week residencies, three comprehensive (2 written, 1 oral) exams and a minimum of 21 dissertation hours. The complete requirements are at http://www.bellevue.edu/degrees/phd/human-capital-mgmt/major-requirements.aspx. I really have respect for anyone that completes a doctorate program! Bellevue has a Human Capital Management Lab (http://www.humancapitallab.org/index.php) that can give some additional insight into the program. To sum up would this be a viable alternative to a degree in I/O psychology and by appearances a good program to enroll in? Thanks in advance for your advice and opinion,
Bruce, I’m not an authority on Utility Analysis (e.g., intervention based on the improvement UA produces in worker productivity; a view of the individual), but it’s my thought that in principle these two disciplines (HCM and I/O) don’t disagree; they just differ somewhat in practice. Macro, Meso, Micro’s readers are I/O psychologists, and have knowledge with conventional utility analysis. Human Resource Management or Human Capital Asset Management (HCAM™) is the way to understand human capital as a business asset by integrating the various areas of HR into a structure that helps the organization create revenues. In actuality human capital is not considered a business asset (at least not to the finance profession); but is how to effectively deal with human capital as a business asset and how to actually calculate return on investments (ROI) in that asset—from training to incentive pay to benefit packages to even the company picnic. On-the-other-hand, industrial-organizational psychologists are to contribute to the organization's success by improving the performance and well-being of its people. The I/O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems."[1] Organizational psychologists investigate the role of the work environment in performance and other outcomes including job satisfaction and health. There are probably those who contribute on this board who can/will offer expertise feedback to your inquiry. 1. Building Better Organizations' Brochure published by the Society for Industrial and Organizational Psychology. Retrieved Jan. 27, 2010 from http://www.siop.org/visibilitybrochure/memberbrochure.aspx
major56, thanks for that rundown on hcs - i have often wondered what the hell hcs means in a practical sense, outside of people using the term as a buzz word du jour.
You're welcome heimer. As I mentioned this subject isn't my expertise; I quite sure there are posters who will be much more knowledgeable on this topic than me.
