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My LER
My LER
  1. Programs
  3. Organizational Behavior (BUS208)

Organizational Behavior (BUS208)

Saylor Academy

Certificate

Become a contributor for free to openly demonstrate student outcomes, industry alignment & eligibility criteria.

How people interact in organizations, group dynamics, and conflict resolution.

Cost

FREEShow moreShow less

Format

Online

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Program Pathways

Credentials this program stacks toward

No program pathways.

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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

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Locations

Where this program is offered

No locations specified.

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Related Programs

Programs related to this one

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Skills & Competencies

Skills developed through this program

  • group dynamics
  • conflict resolution
Career Pathways

Occupations this program prepares you for

Auto-populated·from O*NET + BLS
Occupations matched to this program, with median wage, top wage, growth, and openings
SOCOccupationMethodWageGrowthOpenings
Match confidence: medium19-3032.00Industrial-Organizational Psychologiststitle_inference———
What You'll Learn

Key competencies developed through this program

Auto-populated·from NSX Competency Framework

Mastery: developing (Level 2)(based on Certificate)

  • 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.

Some details on this page are auto-populated from public workforce data sources: O*NET (opens in new tab), BLS (opens in new tab), College Scorecard (opens in new tab), DOL Training Provider Results (opens in new tab), NSX (opens in new tab). Provided in partnership with LER.me Career Intelligence.

Student Outcomes

Performance metrics for this program

Completion Rate
Not reported
Placement Rate
Not reported