Organizational Leadership | Point University

Skills & Competencies

Skills developed through this program

Auto-populatedfrom O*NET via SOC 19-3032.00

Skills

Active ListeningReading ComprehensionWritingSpeakingCritical ThinkingJudgment and Decision MakingSystems EvaluationComplex Problem Solving

Knowledge

Personnel and Human ResourcesPsychologyEducation and TrainingAdministration and ManagementMathematics

Abilities

Written ComprehensionOral ExpressionOral ComprehensionWritten ExpressionDeductive ReasoningInductive ReasoningProblem SensitivityInformation OrderingSpeech RecognitionSpeech Clarity

Tasks

Provide advice on best practices and implementation for selection.
Develop and implement employee selection or placement programs.
Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness
Develop and administer surveys to employees of organizations.
Teach industrial-organizational psychology courses to undergraduate or graduate students.

Technology

Document management softwareAnalytical or scientific softwareSpreadsheet softwareHuman resources softwareWeb platform development software

Tools

Data input scannersDesktop computersLaptop computersLiquid crystal display LCD video projectorsPersonal computersUniversal serial bus USB flash drives

Work Values

Working ConditionsRelationshipsAchievementIndependenceSupportRecognition

Career Pathways

Occupations this program prepares you for

Auto-populatedfrom O*NET + BLS

Occupations matched to this program, with median wage, top wage, growth, and openings
SOC	Occupation	Method	Wage	Growth	Openings
Match confidence: medium19-3032.00	Industrial-Organizational Psychologists	title_inference	—	—	—

Program Pathways

Credentials this program stacks toward

No program pathways.

What You'll Learn

Key competencies developed through this program

Auto-populatedfrom NSX Competency Framework

Mastery: developing (Level 2)(based on Associate's Degree)

Employee selection programs — design and implement validated screening workflows, including structured interviews and cognitive assessments, for mid-sized organizational clients with limited oversight.
Statistical models and analytical software — apply multivariate techniques to evaluate the predictive validity and adverse impact of selection instruments in live HR program evaluations.
Rating scale development — construct and pilot behaviorally anchored rating scales (BARS) aligned to job-specific competencies derived from systematic job analysis activities.
Job requirements analysis — conduct full-cycle job analysis interviews and task inventories with incumbent workers and supervisors to establish classification and promotion criteria.
Program effectiveness data — interpret quantitative and qualitative outcomes to advise HR managers on workforce intervention improvements within a familiar organizational context.
Management consultation — prepare and deliver recommendations on personnel policies and their operational impacts to departmental leaders in corporate or government settings.
Training needs assessments — analyze skill gaps identified through job analysis and performance data to support development of targeted employee learning programs.
Organizational change initiatives — facilitate structured workshops and stakeholder engagement sessions to support culture and process improvement efforts across work units.
Psychological test batteries — select, validate, and administer appropriate assessment tools for employee placement and promotion decisions with routine peer review.
Research findings — translate emerging I-O psychology literature into actionable policy briefs and evidence-based practice guidelines for internal HR teams.

Program Details

Detailed information about this program

No detailed information available.

Requirements

What you need to earn this credential

No requirements listed.

Financial Aid

Eligible funding programs

No funding information available.

Scholarships

No scholarships listed.