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What is organization development?

To make things simple, organization development (OD) is a planned process of improving perfomance and managing change in organizations across a variety of industries and organizational size. The OD Consultant invovles client involvement in gathering data, defining issues and opportunities, and determine a suitable course of action to better meet business objectives and increase performance.

What size organizations does Performyx work with?

We work with all sizes of organizations - large and small projects. While size can make a difference in the approach, every organization has organizational development needs that are unique to its current state.

What is talent management and how can it help my organization?

Talent Management is basically the process of recruiting, selecting, hiring, and retaining the best fit employees for your organization. It can help your organization by decreasing turnover through hiring the right people on the front-end, which turnover can cost 1.5 to 2 times the terminated employee's salary (Cascio & Boudreau, 2008). Provided the talent management system is properly linked to the mission, vison and goals of the organization, it can make a significant impact on optimizing your workforce and facilitating change of culture within your organization.

What is an Industrial-Organizational Psychologist?

As an informal definition, I-O Psychologists are scientists typically employed as researchers, professors or consultants who are trained in the “scientist-practitioner” model. They study social and organizational factors in the work place, while integrating areas of psychology with areas of organizational development and analysis, to enhance human capital performance. Placing emphasis on theories of organizational/group dynamics, social foundations of influence, leadership and growth/development, specific areas of research and practice include:

  • Test & survey construction, analysis, validation
  • Individual testing & assessment (knowledge, skills, abilities, personality, etc.)
  • Personnel recruitment, selection, placement, retention
  • Quantitative & Qualitative research
  • Statistical analyses
  • Job analysis/design
  • Competency modeling
  • Workplace diversity & ethics
  • Performance appraisal systems
  • Training & development
  • Program design, development, and evaluation
  • Leadership development
  • Work attitudes & motivation
  • Organizational culture & climate surveys/analyses
  • Psychometrics
  • Employment law
  • Compensation
  • Occupational health & safety
  • Team & group performance
  • Executive & leadership coaching
  • Cascio, W. & Boudreau, J. W. 2008. Investing in people: Financial Impact of Human Resource Initiatives. Upper Saddle River, NJ: Prentice-Hall.

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