Personnel psychology is involved in six key areas: employee training and development, employee selection (recruitment), ergonomics, performance management (assessing effectiveness), work life (creating a productive workplace that nurtures well-being) and organizational development (meeting goals, increasing profit).
Industrial-organizational psychology refers to the implementation of psychological research, knowledge and methods to develop an organization. Responsibilities of organizational psychologists include measuring personality characteristics as well as assessing and increasing employees effectiveness and well-being to create a productive workplace.
Some of the topics covered by this branch of psychology are workplace diversity, performance and motivation. One aspect of industrial-organizational psychology is personnel psychology. It is primarily concerned with the human resources within an organization. In particular, personnel psychologists assess job performance, learn about employees' attitudes toward an upcoming change in the organization and mediate disputes. They may also be asked to assess how productive, satisfied and well-adjusted employees are.
Other tasks that organizational psychologists perform are conducting leadership training and matching employees to particular departments within a company according to their personal characteristics. By doing so, personnel psychologists facilitate allocating and managing human resources and help companies support their employees' physical, mental and emotional health and well-being. Personnel psychology (and industrial-organizational psychology in general) is an example of how the understanding of human behavior may be applied to the workplace and contribute to the development of an organization.