A large proportion of I-O psychologists help to develop selection systems. These systems include: 1) identifying the knowledge, skills, abilities, and other qualities that are necessary to perform well, a process called job analysis, 2) identifying and/or designing tests and measures to assess applicants’ levels on those key job requirements, 3) administering the tests, and 4) determining the applicants most suitable for a given position. Ensuring that this process is accurate and fair and doesn’t discriminate against members of protected groups is a key job task of many I-O psychologists.

I-O psychologists also design and provide training to employees to ensure that they can perform well on the key job requirements outlined in a job analysis. This requires identifying training needs, determining the most effective training approach, and often conducting the training. The diversity of education levels, languages, and ages of employees influence each step of the training process.

In addition to selection and training, I-O psychologists help in designing systems to determine if employees are performing satisfactorily. Again, the key job requirements are the source for the performance appraisal system.