Courtney Consulting Group
Our offices are in the Wells Fargo Plaza Tower. Please enter through the south doors facing American Boulevard. Ample parking is available in both the surface lot and the parking ramp.
7900 Xerxes Ave S.
Minneapolis, MN 55431
What Is I/O Psychology?
Learn the Lingo
CCG is a consulting firm made up of I/O psychologists who have practical business experience. The field of I/O psychology often works hand-in-hand with business leaders, executives, and human resource leaders to consult and deliver management services to people.
Here are some terms you may come across on our website or in working with I/O and HR professionals. We have provided brief definitions that we hope will be helpful as you navigate the complexities of working with people and organizations in today’s global business world.
Industrial / Organizational Psychology
(also I/O Psychology, Organizational Development, Organizational Psychology, or Industrial Psychology)
“The scientific study of the workplace. Rigor and methods of psychology are applied to issues of critical relevance to business, including talent management, coaching, assessment, selection, training, organizational development, performance, and work-life balance.” SIOP.org
(also Organizational Effectiveness, OD, OE)
Organization-wide initiatives to help companies to be more effective through organizational reflection, analysis, planning, and system improvement. OD is sometimes structured within Human Resources or as a separate department. It uses behavioral science knowledge and principles, talent management, succession planning, and competency modeling.
360 Degree Feedback
(also 360, multi-rater feedback)
A method for collecting data about a person from different perspectives, usually that of self, manager, peers, and direct reports. Information is collected through surveys or one-on-one interviews and then feedback is given to the individual as a tool for development.
A job analysis is useful for describing what someone does at a particular job. It also helps in placing people in similar salaries, selecting types of tests, and in performance appraisals.
The accuracy of a measurement instrument. This helps tell if you are predicting what you want to predict. Unfortunately, there can be many threats to your accuracy of measurement.