Prepares students to use theoretical frameworks and apply research evidence to solve practical organizational issues. Students will be exposed to what is required in business, research and consulting skills plus professional, legal and diversity related issues needed to work as an I/O practitioner upon graduation. The core purpose is to build the foundational skill of using research to solve personnel related problems.

Terms Typically Offered: Fall and Spring.

This course prepares students for successful transitions into industry roles following graduation from the program. Emphasis is placed on professional development, including networking, career planning, and applying organizational psychology principles in real-world settings. Students will engage in mentoring activities, gain insights from industry professionals, and build practical skills for the workplace. By the end, students will be equipped with the tools and confidence to excel in diverse organizational psychology careers.

Terms Typically Offered: Fall and Spring.

In the student's first semester in the program, this class allows students to get exposure to the different consulting domains within org psych. Students will be paired in groups of five and will get four weeks of exposure to four different consultants in the areas of: talent acquisition, talent management, learning and development, and organizational development. In each four-week segment, mentors will expose students to the domain, present information about it, display work in the area, and discuss what it's like to land and hold a job in that area. This class will be synchronous remote, and the time will be scheduled to meet everyone's needs. This class prepares students for the individual mentoring course in which they pick two mentors and get individual time with each consulting mentor to discuss what consulting is like and what's it like to do consulting in that field, getting them closer to figuring out what lane of consulting they want to pursue (i.e. talent acquisition, talent management, learning and development, or org development)

Terms Typically Offered: Fall and Spring.

This course examines the tools and methods used to evaluate talent within organizations. Students will explore topics such as psychometric testing, performance appraisals, 360-degree feedback, and assessment centers. Emphasis is placed on ensuring assessments are fair, reliable, and aligned with organizational goals. By the end, students will be equipped to design and implement effective talent assessment strategies in diverse workplace contexts.

Terms Typically Offered: Fall and Spring.

This course focuses on the application of statistical methods to support strategic decision-making in organizations. Students will learn to analyze data, identify trends, and interpret results to solve complex business challenges. Through case studies and practical exercises, students will develop the skills to communicate data-driven insights effectively.

Terms Typically Offered: Spring and Summer.

This course provides an in-depth understanding of the core functions and responsibilities of human resource management. Students will explore topics such as recruitment, employee relations, compensation, compliance, and HR strategy. Emphasis is placed on aligning HR practices with organizational objectives and fostering a positive workplace culture. By the end, students will have the knowledge and skills to manage HR effectively in various organizational settings.

Terms Typically Offered: Fall and Summer.

This is an Optional (0) unit course that is overseen by the program director. The goal of this class is to help land student vocational opportunities in Strategic HR consulting. This could be finding a student a recruiter, helping them prepare to get a promotion, or find a job or internship in strategic HR. The director will help students interview prep, update their linkedIN and get ready for interviews. There will be a cap of 10 students per cohort that can enroll in this course. This course is mainly for students who aren't working or are transitioning fields and need help securing a future internship or job.

Terms Typically Offered: Fall and Spring.

This course equips students with the tools and techniques to analyze and interpret data for informed decision-making in organizations. Students will explore topics such as data visualization, predictive modeling, and the use of analytics software. Hands-on projects will focus on transforming raw data into actionable insights that drive organizational performance.

Co-Requisite: PSOG-615L

Terms Typically Offered: Spring and Summer.

This lab complements People Analytics by offering hands-on experience in data manipulation, visualization, and analysis using advanced tools and techniques. Students will work on real-world datasets, applying statistical and analytical methods to derive actionable insights. By the end, students will have practical skills to analyze and interpret data effectively in organizational contexts.

Co-Requisite: PSOG-615

Terms Typically Offered: Spring and Summer.

Applies theory and practice around selecting individuals in organizations. This course focuses on learning both the research evidence and practical competencies required to select talent in organizations. Students will learn competency modeling, selection of competencies to measure competencies and issues related with predictive validity. Students will gain practical skill and theoretical knowledge to apply major principles related to hiring in organizations.

Terms Typically Offered: Fall and Spring.

Prepares students with hands-on experience working within organizations supporting various aspects of PMP, such as data analysis or building rater training. Students will learn how to implement a PMP related project within an organization. The core purpose is to give students the experience working on a PMP related project for a partner organization.

Terms Typically Offered: Spring and Summer.

This course delves into the relationship between effective leadership and personal character. Students will explore leadership theories and practices while reflecting on ethical decision-making and values-driven behavior. Through interactive activities and self-assessment, students will develop skills to lead with integrity and inspire others.

Terms Typically Offered: Fall and Spring.

Prepares students to identify short-term and long-term talent needs in an organization at the individual and organizational level. Students will learn how to identify critical roles, create experience profiles for critical roles, implement organization succession planning, create career development frameworks and tools, create process for individual development planning, and build resources for managers and employees to support career development at the individual level. The core purpose is to equip students with the talent development acumen to succeed on day one in a similar role.

Terms Typically Offered: Fall and Summer.

Prepares students to work within an established performance management program and offer improvements. Students will learn how to map org structure, audit and compare internal and external PMP benchmarks, revamp PMP process, re-evaluate succession plan process and develop a training program to relaunch PMP program. The core purpose is to give students experience working with an organization to revamp their PMP process and specifically focus on succession planning.

Terms Typically Offered: Fall and Summer.

This course explores the critical role of diversity in shaping inclusive and high-performing organizations. Students will examine theories and practices related to equity, inclusion, and the impact of diverse perspectives on workplace dynamics. Through case studies and interactive discussions, students will develop strategies to foster belonging and leverage diversity for organizational success.

Terms Typically Offered: Fall and Spring.

Prepares students in scientific research and applied practices in Leadership Development, including executive assessment, coaching, and training. Students will learn how to develop 360 assessment programs, interpret 360 assessment reports, provide leadership assessment debrief, support coaching programs, design and implement leadership programs. The core purpose is to equip students with the leadership development acumen to succeed on day one in a similar role.

Terms Typically Offered: Fall and Summer.

Prepares students with hands-on experience working with an organization to help them create a leadership development program. Students will learn how to develop a core leadership competency model, roll out assessments to assess current leadership capability, design trainings to increase leadership capability and work at both the group and individual level to coach and grow leadership potential. The core purpose is to give students experience working with an organization to implement their leadership development process.

Terms Typically Offered: Fall and Spring.

Allows students to demonstrate empirical competencies, as well as build a unique professional niche within Organizational Psychology. Suggested topics/areas of focus include Performance Evaluation, Motivation, Training and Development in Organizations, Intercultural Relations, Stress & Health, or other relevant topics reflective of Society for Industrial/Organizational Psychology (SIOP) competencies. Master's thesis will add generalizable knowledge to the field.

Terms Typically Offered: Spring and Summer.

Prepares students with hands-on experience working within organizations supporting various aspects of PMP, such as data analysis or building rater training. Students will learn how to implement a PMP related project within an organization. The core purpose is to give students the experience working on a PMP related project for a partner organization.

Terms Typically Offered: Fall and Spring.

Prepares students on the technical skills, process and practices taught in previous courses. This course teaches students to apply strategic thinking to analyze the current needs of the business (business strategy, performance, future growth plans, headwinds, current talent, and capabilities) to create an integrated talent strategy, inclusive of leadership, culture, talent, and capabilities. The core purpose is to give students the context of how to integrate the talent functions learned into a well-organized human resource strategy.

Terms Typically Offered: Fall and Summer.

Prepares students on the technical skills, process and practices taught in previous courses. This course teaches students to apply strategic thinking to analyze the current needs of the business (business strategy, performance, future growth plans, headwinds, current talent, and capabilities) to create an integrated talent strategy, inclusive of leadership, culture, talent, and capabilities. The core purpose is to give students the context of how to integrate the talent functions learned into a well-organized human resource strategy.

Terms Typically Offered: Fall and Spring.

Course will allow students to develop knowledge and application skills tailored to their specific interests, career goals, and learning needs. Course emphases must align with one or more SIOP competencies (professional skills, research methods, human performance, individual assessment, etc.) Maximum number of units recommended per semester is 2. Maximum number of units allowed per year is 4. Maximum number that can count toward degree is 8. MSOP students in good standing can enroll in Independent Study only with permission of professor of record and program director.

Terms Typically Offered: Spring and Summer.

This course provides a comprehensive introduction to research design and methodology in organizational psychology. Students will learn to formulate research questions, collect and analyze data, and evaluate findings critically. Emphasizing both qualitative and quantitative approaches, the course equips students with skills to conduct ethical and impactful research. PSOG 715L: Advanced Research Methods Lab (2 units) required corequisite

Co-Requisite: PSOG-715L

Terms Typically Offered: Fall and Spring.

This lab complements Advanced Research Methods by providing hands-on experience in research design, data collection, analysis, and interpretation. Students will apply advanced techniques, use data analysis, and address ethical considerations through practical projects. By the end, students will have the skills to execute rigorous research in organizational psychology.

Co-Requisite: PSOG-715

Terms Typically Offered: Fall and Spring.

(This course is only offered for credit for students in teach-out during the 23-24 academic year.) Six 8-hour workshops are held (3 per year) that present current trends in the field while providing students hands-on support for their own professional development.

Terms Typically Offered: Fall, Spring, and Summer.

This course centers around active participation in the Creating a Healthy Organizations Conference. Students will attend keynote presentations, panel discussions, and workshops led by scholars, industry veterans, and thought leaders. Emphasis is placed on integrating conference insights with organizational psychology principles to develop actionable strategies for fostering healthy, high-performing organizations. By the end, students will reflect on what they have learned and apply it to their professional goals, leaving the program inspired and prepared to drive meaningful change.

Terms Typically Offered: Summer.

Required for each semester subsequent to registration of PSOG 650 or PSOG 652 until completed. Must be enolled in semester of completion. PSOG 799 credits do not count toward MSOP degree requirements.

Prerequisite: PSOG-650; PSOG-652

Terms Typically Offered: Fall and Spring.