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Changing Needs of Organisations How does this impact on the future role of Occupational Psychologists

OP-FIRST Development of DOP@Work DOP@Work 2007 Agenda OP at the Royal Bank of Scotland Personal Reflections - Future of our profession. What is OP-FIRST ?. Research project funded by the DOPFuture: Main challenges occupational psychology needs to meet? How has this changed? How will it change in future? What are the implications?Identity: What are the unique skills and knowledge that make occupational psychology what it is? How can this identity be strengthened?Recognition: How c9452

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Changing Needs of Organisations How does this impact on the future role of Occupational Psychologists

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    1. Changing Needs of Organisations How does this impact on the future role of Occupational Psychologists? Professor David Towner Deputy Chair DOP

    2. OP-FIRST Development of DOP@Work DOP@Work 2007 Agenda OP at the Royal Bank of Scotland Personal Reflections - Future of our profession

    3. What is OP-FIRST ? Research project funded by the DOP Future: Main challenges occupational psychology needs to meet? How has this changed? How will it change in future? What are the implications? Identity: What are the unique skills and knowledge that make occupational psychology what it is? How can this identity be strengthened? Recognition: How can occupational psychology continue to be recognised as offering unique insights, understanding and solutions to organisations and the individuals within them? Standards: How can we ensure that standards are kept rigorous, current, and in line with international developments in the profession? Talent: How can we ensure that talent is managed most effectively, from start through to their continued membership of the Division?

    4. What was done? Demographic study (UK Labour Force Survey) Demographic analysis of DOP membership statistics e-Survey of Recent MSc graduates (n=85) e-Survey of OP practitioners (n=499: n=401 DOP members & n=98 others) Six focus groups (n=36) of DOP members, recent graduates and practitioners in training International benchmarking research and key informant interviews e-Survey of employers and stakeholders (n=59) Role analysis involving Task Analysis, One-to-One Interviews and Competency Profiling (n=79) Visionary interviews (n=13) Review of UK training provision (review of course content and accreditation criteria, employer training survey (n=10), and workshop (n=8) Interviews with key informants (n=9) Feedback from dissemination activities (n=80)

    5. What is the output A project report detailing findings under headings of Employment, Identity and Development Annexes detailing research activities A summary report First presentation of the material DOP implementation group

    9. Investigation covered: what sort of talent is needed and what are the knowledge, skills and competencies how is talent developed views on the strengths and weaknesses of current approaches Visioning Interviews: implications on future capabilities required of the profession

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