I love your analogy. I hear you saying the HR masters is more geared towards org outcomes, whereas IO masters is geared towards employee/human potential. This is reassuring because I'm currently pursuing my masters in I-O psychology. Thank you for sharing!
@@thesagecc Ahh, this means so much to me, coming from you, given your knowledge and expertise! Glad I found your channel and looking forward to continuing to learn from you. :)
These definitions were spot on. I work as an HR Director and am finishing my Ph.D. in IO Psychology. As most organizations hire HR and not IO psychologists, I wish all HR professionals took courses on IO Psychology. The field has so much to offer organizations and employees beyond compliance and structure, especially as I see the field shifting to a more people-centered model. What I love most about IO Psychology is that we can do so much more, and we can also do HR. Some of the best HR people I know are IOPs, and they have a different understanding and approach to HR, which is refreshing and much needed.
Thank you for this video! I am currently preparing for MBA-HR interviews after a BA in Psychology. This will surely help me structure my answers better.
Very welcome! Thanks for commenting! Network as you are in your program! When assignments required interviews, I did my interviews with those who had large scopes of responsibilities and built my network (in and out of HR). Hopefully your company has a rotational development program so you can learn about different parts of the company! Best of luck!!!
Hi! I loved your video. I graduated with my masters of science in Industrial Organizational Psychology in November of 2023. I am 26 years old and I honestly do not have any hands on "administrative" experience in the area. I have been struggling so much to find a job, and I have applied everywhere and in any area of IO Psych. If you could please make any recommendations Id greatly appreciate it! Thank you so much
Hi, apologies I have been deep in my studies for a program I am in. Two things I would focus on is volunteering and networking. Through volunteering you can get experience and networking, you can have more doors open to you. Also, look for internships or summer leadership development programs. Fortune 500 companies usually offer a program over the summer that sometimes turn into full-time jobs. Also, considering using organized groups like local chapters of SHRM and/or LinkedIn groups. Keep going you just, even if you get 99 no's you just need 1 yes.
Disney offers internships. Sometimes if you can get your foot in the door, learn the business, and network into HR that may help you even better: jobs.disneycareers.com/search-jobs?acm=ALL&alrpm=ALL&ascf=[%7B%22key%22:%22is_manager%22,%22value%22:%22Disney+Internships%22%7D]
Can a BBA lean on this field? I'm currently studying administration but since I love psychology too this carrer path seems right! Ps: loved the HR vs I/O explanation!!
I believe anything business related can lean into this field. I also think it's important to take a rotation in the business and then back into HR so you can feel what other employees feel when certain decision are made. It has helped me become a better HR professional and establish more credibility with my clients.
Hello, Bellevue University for the I/O Psychology Masters and University of Arizona Global Campus for HR Masters. I prefer programs that lean towards scholar practitioner instead of research as I do not want to become a professor right now.
Ideally with the MBA with a concentration in HR you would walk away with an understanding of how companies are run and a few of your degree hours are dedicated to HR. The MS in HR would immerse you int he world of HR and how to support the business. Your end goal would dictate which you go with. If you do not see yourself working outside of HR…I would go with the MS in HR. Again, consider the MBA with a concentration in HR can give you an academic lens of what your clients, that you support as an HR professional, endure making you more aware of how to be a better HR professional. Hope this helps.
The explanation is perfectly put. I finished an MBA with a concentration in HRM (in the sense that all my elective courses of 13.5 credits are about HRM) and now I'm finishing an MS in HROD. My feelings are just like what you described, like 100%. MBA is like you learn about how to run a successful business- Marketing Management, Operations Management, Financial Management, Accounting for Decision Making, Principles of Management and Human Resource Management, Sustainability Management, Strategic Management, Entrepreneurship and Innovation Management, Organization Behaviors and Leadership, etc. Let's say it's a bit of everything so that you have a strong foundation of how a business is supposed to run. If you do a general MBA, then the electives you can choose to go deeper into, say, Finance, Investment, Feasibility, Real Estate, Marketing, Logistics and Supply Chain, etc. However, if you do an MBA with a concentration in HRM, then your elective courses will be something around Labor and Employee Relations, Strategic Performance and Compensation Management, Knowledge Management, Organization Development and Change Management, Consulting in HRM, Talent and Career Management, Employee Experience and Employee Engagement, etc. Now that I'm doing an MS in HROD, majority of my courses focuses on HR and OD, like, Human Resource System for Organization Development, Organization Designs and Architecture, Strategic Performance Management as an OD tool, Strategic Communication for Change, etc. Very deep dive into HR.@@thesagecc
@@thesagecc In the HR articles, I always read that HR is there to support the business that's why MBAs are helpful for HR practitioners. But I look at HR as a department that supports employee well-being. How do u find a balance between supporting the business' goals and advocating for employee well-being?
@@Belx2 Great question… for me I think it starts with how cohesive business goals, leadership, and HR strategy are. It will always be a balancing act given that there are so many competing priorities BUT if a common thread of these three pillars is a focus on employee well-being as a variable to business success… it’s less difficult of a balancing act. In other words… if employee well-being is a measure of business goal attainment and leadership and HR strategy support this through program and initiatives… employees will be well :)
@@thesagecc Is it safe tl say that it's best to find an employer with the kind of management that is aligned with ur principles of supporting employees? Or do you believe that I/O Psych or HR people have the responsibility to influence management to support their employees more?
I love your analogy. I hear you saying the HR masters is more geared towards org outcomes, whereas IO masters is geared towards employee/human potential. This is reassuring because I'm currently pursuing my masters in I-O psychology. Thank you for sharing!
You said it waaaaaaaay better than I did lol! Good luck with your program!!!
@@thesagecc Ahh, this means so much to me, coming from you, given your knowledge and expertise! Glad I found your channel and looking forward to continuing to learn from you. :)
These definitions were spot on. I work as an HR Director and am finishing my Ph.D. in IO Psychology. As most organizations hire HR and not IO psychologists, I wish all HR professionals took courses on IO Psychology. The field has so much to offer organizations and employees beyond compliance and structure, especially as I see the field shifting to a more people-centered model. What I love most about IO Psychology is that we can do so much more, and we can also do HR. Some of the best HR people I know are IOPs, and they have a different understanding and approach to HR, which is refreshing and much needed.
Yes! I agree… especially as businesses become global and cloud/AI/software enabled… HR should be adaptable as well! Good luck!
Thank you for this video! I am currently preparing for MBA-HR interviews after a BA in Psychology. This will surely help me structure my answers better.
Very welcome! Thanks for commenting! Network as you are in your program! When assignments required interviews, I did my interviews with those who had large scopes of responsibilities and built my network (in and out of HR). Hopefully your company has a rotational development program so you can learn about different parts of the company! Best of luck!!!
Music is a tad to loud. I hope this helps your podcast development.
Thank you so much for this video.
Very welcome! Hope this clarified and made things easier for you!
I’m curious what will you major in and why?
Hi! I loved your video. I graduated with my masters of science in Industrial Organizational Psychology in November of 2023. I am 26 years old and I honestly do not have any hands on "administrative" experience in the area. I have been struggling so much to find a job, and I have applied everywhere and in any area of IO Psych. If you could please make any recommendations Id greatly appreciate it! Thank you so much
Hi, apologies I have been deep in my studies for a program I am in. Two things I would focus on is volunteering and networking. Through volunteering you can get experience and networking, you can have more doors open to you. Also, look for internships or summer leadership development programs. Fortune 500 companies usually offer a program over the summer that sometimes turn into full-time jobs. Also, considering using organized groups like local chapters of SHRM and/or LinkedIn groups. Keep going you just, even if you get 99 no's you just need 1 yes.
Disney offers internships. Sometimes if you can get your foot in the door, learn the business, and network into HR that may help you even better: jobs.disneycareers.com/search-jobs?acm=ALL&alrpm=ALL&ascf=[%7B%22key%22:%22is_manager%22,%22value%22:%22Disney+Internships%22%7D]
Between HRM and I/O, which one leans more towards creating a sense of community among employees within an organization?
I/O for sure!
Can a BBA lean on this field? I'm currently studying administration but since I love psychology too this carrer path seems right!
Ps: loved the HR vs I/O explanation!!
I believe anything business related can lean into this field. I also think it's important to take a rotation in the business and then back into HR so you can feel what other employees feel when certain decision are made. It has helped me become a better HR professional and establish more credibility with my clients.
i wish you would tell us some more info on yourself; where are your degrees from?
Hello, Bellevue University for the I/O Psychology Masters and University of Arizona Global Campus for HR Masters. I prefer programs that lean towards scholar practitioner instead of research as I do not want to become a professor right now.
What's the difference between an MBA in Hr management and a MS in hr management?
Ideally with the MBA with a concentration in HR you would walk away with an understanding of how companies are run and a few of your degree hours are dedicated to HR. The MS in HR would immerse you int he world of HR and how to support the business. Your end goal would dictate which you go with. If you do not see yourself working outside of HR…I would go with the MS in HR. Again, consider the MBA with a concentration in HR can give you an academic lens of what your clients, that you support as an HR professional, endure making you more aware of how to be a better HR professional. Hope this helps.
The explanation is perfectly put. I finished an MBA with a concentration in HRM (in the sense that all my elective courses of 13.5 credits are about HRM) and now I'm finishing an MS in HROD. My feelings are just like what you described, like 100%.
MBA is like you learn about how to run a successful business- Marketing Management, Operations Management, Financial Management, Accounting for Decision Making, Principles of Management and Human Resource Management, Sustainability Management, Strategic Management, Entrepreneurship and Innovation Management, Organization Behaviors and Leadership, etc. Let's say it's a bit of everything so that you have a strong foundation of how a business is supposed to run.
If you do a general MBA, then the electives you can choose to go deeper into, say, Finance, Investment, Feasibility, Real Estate, Marketing, Logistics and Supply Chain, etc. However, if you do an MBA with a concentration in HRM, then your elective courses will be something around Labor and Employee Relations, Strategic Performance and Compensation Management, Knowledge Management, Organization Development and Change Management, Consulting in HRM, Talent and Career Management, Employee Experience and Employee Engagement, etc.
Now that I'm doing an MS in HROD, majority of my courses focuses on HR and OD, like, Human Resource System for Organization Development, Organization Designs and Architecture, Strategic Performance Management as an OD tool, Strategic Communication for Change, etc. Very deep dive into HR.@@thesagecc
@@thesagecc In the HR articles, I always read that HR is there to support the business that's why MBAs are helpful for HR practitioners. But I look at HR as a department that supports employee well-being.
How do u find a balance between supporting the business' goals and advocating for employee well-being?
@@Belx2 Great question… for me I think it starts with how cohesive business goals, leadership, and HR strategy are. It will always be a balancing act given that there are so many competing priorities BUT if a common thread of these three pillars is a focus on employee well-being as a variable to business success… it’s less difficult of a balancing act. In other words… if employee well-being is a measure of business goal attainment and leadership and HR strategy support this through program and initiatives… employees will be well :)
@@thesagecc Is it safe tl say that it's best to find an employer with the kind of management that is aligned with ur principles of supporting employees? Or do you believe that I/O Psych or HR people have the responsibility to influence management to support their employees more?