I/O Consulting

The great thing about being in the Industrial/Organizational Psychology or I/O space is the diversity of roles one can have during one's career. One of my areas of expertise is statistics and psychometrics. However, these can be applied to both the "I" and the "O" side of the house. As someone with a background in both finance and HR, I'm often in the work analysis space when examining performance, redundancy, hours to complete tasks, and whether a position should exist or be combined into another role or outsourced.

Leadership and organizational change are related to recruitment and training in many ways. It takes mentoring and training to build leadership skills so newer employees can be part of a succession plan. In selection, it is also essential to hire those employees who can be hired for the job they are assigned today, the one five years from now, and the one that comes even later in their career trajectory.

If a company is getting top talent, then that firm needs to focus on retention to reduce onboarding and training costs for employees who leave. Organizations can thrive through training, mentoring, and giving employees a place to learn and grow. I/O is all about building thriving communities at work, no matter if one is on the "I" or "O" side.