MA Industrial-Organizational Psychology

MA Industrial-Organizational Psychology — an accredited Master's for people doing this work, not just reading about it.

Online or on campus

24 months36 creditsEnglish (Minneapolis campus or tuition-free online; one academic standard)

Overview

Selection, performance, training, motivation and organizational development, grounded in research methods. Academic award; confers no clinical license. Mltio University runs this award on its two honest pathways — online from anywhere, or on campus in Minneapolis — to a single academic standard, with identity-checked assessment on both. This is an academic Master's award; where a field has a licensing or registration route, that remains a matter for your professional body or regulator. You will work through the material as a practitioner-researcher: applied methods, real or anonymised cases, and a supervised capstone or dissertation as the final component. Faculty mark whether you noticed the constraints a slide deck usually hides. MA Industrial-Organizational Psychology is taught as one award, not a list of unrelated modules. The published length is 24 months, and the credit total is 36. Students move from Strategic Human Resource Management through Strategic Human Resource Management; Organisational Behaviour & Workplace Psychology; Talent Acquisition, Assessment & Employer Brand; Learning, Development & Leadership Capability; Performance, Reward & Total Rewards Design; Diversity, Equity, Inclusion & Belonging, and finish on HRM Capstone Consultancy Project. Each course has a question, a method, and a submission. In this field, students read a finding and say what it shows about behaviour, and what it does not. Reading is one empirical paper, one methods critique, and an ethics note. The artefact a marker expects is a critical review that a non-specialist manager could follow. The award is built so that a graduate can do the following in practice: Design talent, performance and reward systems that work Use people analytics and HRIS data for evidence-based decisions Lead organisational development and change Teaching assumes the student can read a source, attempt a problem before the seminar, and revise after feedback. Attendance at live seminars is part of the design. The capstone or final course must use the methods of the earlier courses; a project that ignores them does not pass. This course does not confer a psychology, counselling, or clinical licence. The pages for each course name the topics that are examined. Those topics are the syllabus. A brochure line is not a substitute for them.

The programme carries 36 credits across four assessed modules. Delivery is tuition-free ($0) on the online pathway. Transcripts use letter grades and a GPA scale consistent with Mltio University awards. No professional-body logo is used in marketing to imply endorsement.

Who This Program Is For

HR professionals moving into strategic roles
Line managers with people responsibility
Analysts moving into people analytics
Graduates entering HR

How you can study

Recommended

Study online

100% tuition-free online

Online tuition is free. Online examinations are free. There is no exam fee for online study.

✦ Tuition: / $0
✦ Examinations are free. There is no exam fee.
✦ Learn from anywhere · Live online seminars

Apply online →

On-campus study

Study at our campus

Prefer to learn at our Minneapolis campus? On-campus delivery includes tuition fees, in-person seminars, and access to university facilities.

✦ Tuition: £9,500 / $12,000/year
✦ Location: Minneapolis, MN 55455, USA
✦ Campus examinations are charged
✦ In-person seminars, library & student services

Apply for campus →

What You Will Learn

Design talent, performance and reward systems that work
Use people analytics and HRIS data for evidence-based decisions
Lead organisational development and change
Apply employment-relations and ethical people practice

Curriculum

Module 1: Strategic People Foundations

Code	Course	Credits · hours
MX72201	Strategic Human Resource Management Strategic Human Resource Management (MX72201) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Strategic Human Resource Management as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72201-M1 · Constructs, measures, and what a score does not mean — Strategic Human Resource Management MX72201-M2 · Study design, bias, and sample limits — Strategic Human Resource Management MX72201-M3 · Evidence review and competing explanations — Strategic Human Resource Management MX72201-M4 · Ethics of inquiry and the duty not to overclaim — Strategic Human Resource Management MX72201-M5 · Application to one workplace or community setting — Strategic Human Resource Management MX72201-M6 · A critical review with method, finding, and limit — Strategic Human Resource Management	3 · 30 h
MX72202	Organisational Behaviour & Workplace Psychology Organisational Behaviour & Workplace Psychology (MX72202) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Organisational Behaviour & Workplace Psychology as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72202-M1 · Constructs, measures, and what a score does not mean — Organisational Behaviour & Workplace Psychology MX72202-M2 · Study design, bias, and sample limits — Organisational Behaviour & Workplace Psychology MX72202-M3 · Evidence review and competing explanations — Organisational Behaviour & Workplace Psychology MX72202-M4 · Ethics of inquiry and the duty not to overclaim — Organisational Behaviour & Workplace Psychology MX72202-M5 · Application to one workplace or community setting — Organisational Behaviour & Workplace Psychology MX72202-M6 · A critical review with method, finding, and limit — Organisational Behaviour & Workplace Psychology	3 · 30 h
MX72203	Talent Acquisition, Assessment & Employer Brand Talent Acquisition, Assessment & Employer Brand (MX72203) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Talent Acquisition, Assessment & Employer Brand as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72203-M1 · Constructs, measures, and what a score does not mean — Talent Acquisition, Assessment & Employer Brand MX72203-M2 · Study design, bias, and sample limits — Talent Acquisition, Assessment & Employer Brand MX72203-M3 · Evidence review and competing explanations — Talent Acquisition, Assessment & Employer Brand MX72203-M4 · Ethics of inquiry and the duty not to overclaim — Talent Acquisition, Assessment & Employer Brand MX72203-M5 · Application to one workplace or community setting — Talent Acquisition, Assessment & Employer Brand MX72203-M6 · A critical review with method, finding, and limit — Talent Acquisition, Assessment & Employer Brand	3 · 30 h

Code

Course

Credits · hours

MX72201

Strategic Human Resource Management

Strategic Human Resource Management (MX72201) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Strategic Human Resource Management as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72201-M1 · Constructs, measures, and what a score does not mean — Strategic Human Resource Management
MX72201-M2 · Study design, bias, and sample limits — Strategic Human Resource Management
MX72201-M3 · Evidence review and competing explanations — Strategic Human Resource Management
MX72201-M4 · Ethics of inquiry and the duty not to overclaim — Strategic Human Resource Management
MX72201-M5 · Application to one workplace or community setting — Strategic Human Resource Management
MX72201-M6 · A critical review with method, finding, and limit — Strategic Human Resource Management

3 · 30 h

MX72202

Organisational Behaviour & Workplace Psychology

Organisational Behaviour & Workplace Psychology (MX72202) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Organisational Behaviour & Workplace Psychology as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72202-M1 · Constructs, measures, and what a score does not mean — Organisational Behaviour & Workplace Psychology
MX72202-M2 · Study design, bias, and sample limits — Organisational Behaviour & Workplace Psychology
MX72202-M3 · Evidence review and competing explanations — Organisational Behaviour & Workplace Psychology
MX72202-M4 · Ethics of inquiry and the duty not to overclaim — Organisational Behaviour & Workplace Psychology
MX72202-M5 · Application to one workplace or community setting — Organisational Behaviour & Workplace Psychology
MX72202-M6 · A critical review with method, finding, and limit — Organisational Behaviour & Workplace Psychology

3 · 30 h

MX72203

Talent Acquisition, Assessment & Employer Brand

Talent Acquisition, Assessment & Employer Brand (MX72203) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Talent Acquisition, Assessment & Employer Brand as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72203-M1 · Constructs, measures, and what a score does not mean — Talent Acquisition, Assessment & Employer Brand
MX72203-M2 · Study design, bias, and sample limits — Talent Acquisition, Assessment & Employer Brand
MX72203-M3 · Evidence review and competing explanations — Talent Acquisition, Assessment & Employer Brand
MX72203-M4 · Ethics of inquiry and the duty not to overclaim — Talent Acquisition, Assessment & Employer Brand
MX72203-M5 · Application to one workplace or community setting — Talent Acquisition, Assessment & Employer Brand
MX72203-M6 · A critical review with method, finding, and limit — Talent Acquisition, Assessment & Employer Brand

3 · 30 h

Module 2: Development & Performance

Code	Course	Credits · hours
MX72205	Learning, Development & Leadership Capability Learning, Development & Leadership Capability (MX72205) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Learning, Development & Leadership Capability as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72205-M1 · Constructs, measures, and what a score does not mean — Learning, Development & Leadership Capability MX72205-M2 · Study design, bias, and sample limits — Learning, Development & Leadership Capability MX72205-M3 · Evidence review and competing explanations — Learning, Development & Leadership Capability MX72205-M4 · Ethics of inquiry and the duty not to overclaim — Learning, Development & Leadership Capability MX72205-M5 · Application to one workplace or community setting — Learning, Development & Leadership Capability MX72205-M6 · A critical review with method, finding, and limit — Learning, Development & Leadership Capability	3 · 30 h
MX72206	Performance, Reward & Total Rewards Design Performance, Reward & Total Rewards Design (MX72206) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Performance, Reward & Total Rewards Design as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72206-M1 · Constructs, measures, and what a score does not mean — Performance, Reward & Total Rewards Design MX72206-M2 · Study design, bias, and sample limits — Performance, Reward & Total Rewards Design MX72206-M3 · Evidence review and competing explanations — Performance, Reward & Total Rewards Design MX72206-M4 · Ethics of inquiry and the duty not to overclaim — Performance, Reward & Total Rewards Design MX72206-M5 · Application to one workplace or community setting — Performance, Reward & Total Rewards Design MX72206-M6 · A critical review with method, finding, and limit — Performance, Reward & Total Rewards Design	3 · 30 h
MX72207	Diversity, Equity, Inclusion & Belonging Diversity, Equity, Inclusion & Belonging (MX72207) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Diversity, Equity, Inclusion & Belonging as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72207-M1 · Constructs, measures, and what a score does not mean — Diversity, Equity, Inclusion & Belonging MX72207-M2 · Study design, bias, and sample limits — Diversity, Equity, Inclusion & Belonging MX72207-M3 · Evidence review and competing explanations — Diversity, Equity, Inclusion & Belonging MX72207-M4 · Ethics of inquiry and the duty not to overclaim — Diversity, Equity, Inclusion & Belonging MX72207-M5 · Application to one workplace or community setting — Diversity, Equity, Inclusion & Belonging MX72207-M6 · A critical review with method, finding, and limit — Diversity, Equity, Inclusion & Belonging	3 · 30 h

Code

Course

Credits · hours

MX72205

Learning, Development & Leadership Capability

Learning, Development & Leadership Capability (MX72205) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Learning, Development & Leadership Capability as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72205-M1 · Constructs, measures, and what a score does not mean — Learning, Development & Leadership Capability
MX72205-M2 · Study design, bias, and sample limits — Learning, Development & Leadership Capability
MX72205-M3 · Evidence review and competing explanations — Learning, Development & Leadership Capability
MX72205-M4 · Ethics of inquiry and the duty not to overclaim — Learning, Development & Leadership Capability
MX72205-M5 · Application to one workplace or community setting — Learning, Development & Leadership Capability
MX72205-M6 · A critical review with method, finding, and limit — Learning, Development & Leadership Capability

3 · 30 h

MX72206

Performance, Reward & Total Rewards Design

Performance, Reward & Total Rewards Design (MX72206) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Performance, Reward & Total Rewards Design as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72206-M1 · Constructs, measures, and what a score does not mean — Performance, Reward & Total Rewards Design
MX72206-M2 · Study design, bias, and sample limits — Performance, Reward & Total Rewards Design
MX72206-M3 · Evidence review and competing explanations — Performance, Reward & Total Rewards Design
MX72206-M4 · Ethics of inquiry and the duty not to overclaim — Performance, Reward & Total Rewards Design
MX72206-M5 · Application to one workplace or community setting — Performance, Reward & Total Rewards Design
MX72206-M6 · A critical review with method, finding, and limit — Performance, Reward & Total Rewards Design

3 · 30 h

MX72207

Diversity, Equity, Inclusion & Belonging

Diversity, Equity, Inclusion & Belonging (MX72207) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Diversity, Equity, Inclusion & Belonging as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72207-M1 · Constructs, measures, and what a score does not mean — Diversity, Equity, Inclusion & Belonging
MX72207-M2 · Study design, bias, and sample limits — Diversity, Equity, Inclusion & Belonging
MX72207-M3 · Evidence review and competing explanations — Diversity, Equity, Inclusion & Belonging
MX72207-M4 · Ethics of inquiry and the duty not to overclaim — Diversity, Equity, Inclusion & Belonging
MX72207-M5 · Application to one workplace or community setting — Diversity, Equity, Inclusion & Belonging
MX72207-M6 · A critical review with method, finding, and limit — Diversity, Equity, Inclusion & Belonging

3 · 30 h

Module 3: Leadership & Change

Code	Course	Credits · hours
MX72209	Change Management & Organisational Development Change Management & Organisational Development (MX72209) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Change Management & Organisational Development as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72209-M1 · Constructs, measures, and what a score does not mean — Change Management & Organisational Development MX72209-M2 · Study design, bias, and sample limits — Change Management & Organisational Development MX72209-M3 · Evidence review and competing explanations — Change Management & Organisational Development MX72209-M4 · Ethics of inquiry and the duty not to overclaim — Change Management & Organisational Development MX72209-M5 · Application to one workplace or community setting — Change Management & Organisational Development MX72209-M6 · A critical review with method, finding, and limit — Change Management & Organisational Development	3 · 30 h
MX72210	Global Mobility & Workforce Planning Global Mobility & Workforce Planning (MX72210) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Global Mobility & Workforce Planning as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72210-M1 · Constructs, measures, and what a score does not mean — Global Mobility & Workforce Planning MX72210-M2 · Study design, bias, and sample limits — Global Mobility & Workforce Planning MX72210-M3 · Evidence review and competing explanations — Global Mobility & Workforce Planning MX72210-M4 · Ethics of inquiry and the duty not to overclaim — Global Mobility & Workforce Planning MX72210-M5 · Application to one workplace or community setting — Global Mobility & Workforce Planning MX72210-M6 · A critical review with method, finding, and limit — Global Mobility & Workforce Planning	3 · 30 h
MX72211	Ethics, Wellbeing & Sustainable Work Ethics, Wellbeing & Sustainable Work (MX72211) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Ethics, Wellbeing & Sustainable Work as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72211-M1 · Constructs, measures, and what a score does not mean — Ethics, Wellbeing & Sustainable Work MX72211-M2 · Study design, bias, and sample limits — Ethics, Wellbeing & Sustainable Work MX72211-M3 · Evidence review and competing explanations — Ethics, Wellbeing & Sustainable Work MX72211-M4 · Ethics of inquiry and the duty not to overclaim — Ethics, Wellbeing & Sustainable Work MX72211-M5 · Application to one workplace or community setting — Ethics, Wellbeing & Sustainable Work MX72211-M6 · A critical review with method, finding, and limit — Ethics, Wellbeing & Sustainable Work	3 · 30 h

Code

Course

Credits · hours

MX72209

Change Management & Organisational Development

Change Management & Organisational Development (MX72209) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Change Management & Organisational Development as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72209-M1 · Constructs, measures, and what a score does not mean — Change Management & Organisational Development
MX72209-M2 · Study design, bias, and sample limits — Change Management & Organisational Development
MX72209-M3 · Evidence review and competing explanations — Change Management & Organisational Development
MX72209-M4 · Ethics of inquiry and the duty not to overclaim — Change Management & Organisational Development
MX72209-M5 · Application to one workplace or community setting — Change Management & Organisational Development
MX72209-M6 · A critical review with method, finding, and limit — Change Management & Organisational Development

3 · 30 h

MX72210

Global Mobility & Workforce Planning

Global Mobility & Workforce Planning (MX72210) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Global Mobility & Workforce Planning as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72210-M1 · Constructs, measures, and what a score does not mean — Global Mobility & Workforce Planning
MX72210-M2 · Study design, bias, and sample limits — Global Mobility & Workforce Planning
MX72210-M3 · Evidence review and competing explanations — Global Mobility & Workforce Planning
MX72210-M4 · Ethics of inquiry and the duty not to overclaim — Global Mobility & Workforce Planning
MX72210-M5 · Application to one workplace or community setting — Global Mobility & Workforce Planning
MX72210-M6 · A critical review with method, finding, and limit — Global Mobility & Workforce Planning

3 · 30 h

MX72211

Ethics, Wellbeing & Sustainable Work

Ethics, Wellbeing & Sustainable Work (MX72211) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Ethics, Wellbeing & Sustainable Work as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72211-M1 · Constructs, measures, and what a score does not mean — Ethics, Wellbeing & Sustainable Work
MX72211-M2 · Study design, bias, and sample limits — Ethics, Wellbeing & Sustainable Work
MX72211-M3 · Evidence review and competing explanations — Ethics, Wellbeing & Sustainable Work
MX72211-M4 · Ethics of inquiry and the duty not to overclaim — Ethics, Wellbeing & Sustainable Work
MX72211-M5 · Application to one workplace or community setting — Ethics, Wellbeing & Sustainable Work
MX72211-M6 · A critical review with method, finding, and limit — Ethics, Wellbeing & Sustainable Work

3 · 30 h

Module 4: Integration & Capstone

Code	Course	Credits · hours
MX72213	Research Methods for HRM Research Methods for HRM (MX72213) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Research Methods for HRM as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72213-M1 · Constructs, measures, and what a score does not mean — Research Methods for HRM MX72213-M2 · Study design, bias, and sample limits — Research Methods for HRM MX72213-M3 · Evidence review and competing explanations — Research Methods for HRM MX72213-M4 · Ethics of inquiry and the duty not to overclaim — Research Methods for HRM MX72213-M5 · Application to one workplace or community setting — Research Methods for HRM MX72213-M6 · A critical review with method, finding, and limit — Research Methods for HRM	3 · 30 h
MX72214	Writing for Executives & Boards Writing for Executives & Boards (MX72214) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Writing for Executives & Boards as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72214-M1 · Constructs, measures, and what a score does not mean — Writing for Executives & Boards MX72214-M2 · Study design, bias, and sample limits — Writing for Executives & Boards MX72214-M3 · Evidence review and competing explanations — Writing for Executives & Boards MX72214-M4 · Ethics of inquiry and the duty not to overclaim — Writing for Executives & Boards MX72214-M5 · Application to one workplace or community setting — Writing for Executives & Boards MX72214-M6 · A critical review with method, finding, and limit — Writing for Executives & Boards	3 · 30 h
MX72215	HRM Capstone Consultancy Project HRM Capstone Consultancy Project (MX72215) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using HRM Capstone Consultancy Project as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence. MX72215-M1 · Constructs, measures, and what a score does not mean — HRM Capstone Consultancy Project MX72215-M2 · Study design, bias, and sample limits — HRM Capstone Consultancy Project MX72215-M3 · Evidence review and competing explanations — HRM Capstone Consultancy Project MX72215-M4 · Ethics of inquiry and the duty not to overclaim — HRM Capstone Consultancy Project MX72215-M5 · Application to one workplace or community setting — HRM Capstone Consultancy Project MX72215-M6 · A critical review with method, finding, and limit — HRM Capstone Consultancy Project	3 · 30 h

Code

Course

Credits · hours

MX72213

Research Methods for HRM

Research Methods for HRM (MX72213) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Research Methods for HRM as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72213-M1 · Constructs, measures, and what a score does not mean — Research Methods for HRM
MX72213-M2 · Study design, bias, and sample limits — Research Methods for HRM
MX72213-M3 · Evidence review and competing explanations — Research Methods for HRM
MX72213-M4 · Ethics of inquiry and the duty not to overclaim — Research Methods for HRM
MX72213-M5 · Application to one workplace or community setting — Research Methods for HRM
MX72213-M6 · A critical review with method, finding, and limit — Research Methods for HRM

3 · 30 h

MX72214

Writing for Executives & Boards

Writing for Executives & Boards (MX72214) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using Writing for Executives & Boards as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72214-M1 · Constructs, measures, and what a score does not mean — Writing for Executives & Boards
MX72214-M2 · Study design, bias, and sample limits — Writing for Executives & Boards
MX72214-M3 · Evidence review and competing explanations — Writing for Executives & Boards
MX72214-M4 · Ethics of inquiry and the duty not to overclaim — Writing for Executives & Boards
MX72214-M5 · Application to one workplace or community setting — Writing for Executives & Boards
MX72214-M6 · A critical review with method, finding, and limit — Writing for Executives & Boards

3 · 30 h

MX72215

HRM Capstone Consultancy Project

HRM Capstone Consultancy Project (MX72215) is a 3-credit course on MA Industrial-Organizational Psychology, with 30 notional learning hours. By the end, students can read a finding and say what it shows about behaviour, and what it does not, using HRM Capstone Consultancy Project as the working context rather than a generic management example. The course is taught in three movements. First, students establish the terms and the decision the course is about. Second, they apply the method to a case, dataset, text, or design and compare it with a weaker alternative. Third, they revise the work after feedback and state what the conclusion cannot support. Preparation uses one empirical paper, one methods critique, and an ethics note. Seminar time is for the decision, not for reading the materials aloud. Assessment is a critical review that a non-specialist manager could follow. A pass requires a clear method, evidence a marker can check, and an explicit limit. Credit is not awarded for summary alone. This course does not confer a psychology, counselling, or clinical licence.

MX72215-M1 · Constructs, measures, and what a score does not mean — HRM Capstone Consultancy Project
MX72215-M2 · Study design, bias, and sample limits — HRM Capstone Consultancy Project
MX72215-M3 · Evidence review and competing explanations — HRM Capstone Consultancy Project
MX72215-M4 · Ethics of inquiry and the duty not to overclaim — HRM Capstone Consultancy Project
MX72215-M5 · Application to one workplace or community setting — HRM Capstone Consultancy Project
MX72215-M6 · A critical review with method, finding, and limit — HRM Capstone Consultancy Project

3 · 30 h

Career Paths

HR business partner
People analytics and HRIS roles
Talent, learning and OD positions
Reward and total-rewards design
HR leadership track

Program Highlights

Strategic HRM with analytics and evidence
Talent, reward, DEI and employment relations
A capstone consultancy project
Contemporary, standards-informed content

Assessment

Modules are assessed through a published mix of coursework, applied projects, and examinations. Exam windows are announced in advance so students in other time zones are not forced into overnight sittings. Alternative arrangements are available where documented.

Admission requirements

Academic entry

Bachelor's degree from a recognised institution (minimum 2:2 / GPA 2.5/4.0 or an equivalent national scale)
Identity document for remote identity-checked assessment enrolment

English language

English proficiency: IELTS 5.5, TOEFL 46 or equivalent (waived for prior English-medium study). State your primary study mode without changing the academic standard.

Documents

Statement of Purpose (500 words minimum) covering goals, professional context and fit
Two academic or professional references with verifiable contact details
CV or résumé covering education and relevant work
Official transcripts (digital copies accepted at application; certified copies before award)

Programme questions

How long is the MA Industrial-Organizational Psychology?

The published duration is 24 months. Teaching language: English (Minneapolis campus or tuition-free online; one academic standard). Actual time-to-complete depends on mode and any recognised prior learning.

Can I study this from my country?

You may study this award fully online from your country, or — where published — on campus at Mltio. Online study does not require a student visa. Campus study may.

What does it cost?

Degree tuition for this award is published as £0 / tuition-free on the online pathway. Examination or administrative fees may apply at checkout — never an annual tuition invoice. Check the Fees page for any extras.

What are the entry requirements?

Requirements are grouped on this page (academic, English, documents). Equivalent qualifications are considered. English may be waived after prior English-medium study.

How is the programme assessed?

Assessment is typically a mix of coursework, projects, and examinations. Doctoral awards include a thesis or dissertation and an oral examination. Details sit in the programme specification and module outlines.

Will this award be recognised where I live?

Recognition of the award for local employment, professional licence, or ministry attestation is decided by your employer or regulator. Mltio University publishes verification pages for certificates. We do not claim automatic equivalence in every country.

How do I apply?

Start an application on this website. Progress is saved from the first step. Admissions: admissions@mltio.com.

Recognized & Accredited

Program Details

Duration: 24 months
Credits: 36
Language: English (Minneapolis campus or tuition-free online; one academic standard)
Study modes: Online or on campus

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