The Role of Psychology in Human Resource Management

What is Psychology...?

Essentially, those who study psychology learn to understand the interactions between our brain functions, mental processes and our behavior. As such, Psychology can be summed up as the study of mind and behavior. Psychology is important because it helps us understand and explain why people do things. By being able to do this, psychologists are able to assist people with issues. Such as those within work and personal relationships. As well as stress, anxiety, financial difficulties and trauma. Psychologists aim to assist someone to understand, deal with and overcome challenges within their lives. Thereby, ideally, enabling them to create a well-balanced life and equipping them with the tools to deal with future difficulties (Durham, 2021).

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https://thesocialcomment.com/blog/Industrial-and-Organizational-Psychology?pid=5dc5adaeb802e41ed198b5ee

The characteristics recruiters exhibit to successfully generate more influence with applicants are: perceived ‘warmth’ (enthusiastic, personable, empathetic, helpful) and knowledge about the job. You have nothing to offer your candidates and employees that other organizations don't, apart from a human and vibrant culture. If I put my real psychological hat on, that's a great combination for being a HR person. So, how can a study of psychology benefit you if you are a HR professional? (Godara, 2015).

 

The Role of Psychology in HRM
skyline University College (You Tube)

Six Key Areas Where Psychology Plays a Huge Role in Human Resources Management

• Training and Development: Professional in this area often determine what type of skills are necessary to perform specific jobs as well as develop and evaluate employee training programs.
• Employee Selection: This area involves developing employee selection assessments, such as screening tests to determine if job applicants are qualified for a particular position.
• Ergonomics: The field of ergonomics involves designing procedures and equipment designed to maximize performance and minimize injury.
• Performance Management: I-O psychologists who work in this area develop assessments and techniques to determine if employees are doing their jobs well.
• Work Life: This area focuses on improving employee satisfaction and maximizing the productivity of the workforce. I-O psychologists in this area might work to find ways to make jobs more rewarding or design programs that improve the quality of life in the workplace.
• Organizational  Development: I-O psychologists who work in this area help improve organizations, often through increasing profits, redesigning products, and improving the organizational structure.
• (saxena, 2019)

HRM and Psychology (You Tube)

Where Psychology and HRM Meet..!

People who are able to manage their stress levels, maintain a healthy work-life balance and enjoy their work situation, are at an advantage. This is because they tend to be able to communicate better, are able to focus well and have good self-confidence. Which often translates into better relationships with others and a successful career. In essence they are good colleagues and productive employees. Few people are able to compartmentalize life to the extent that different contexts of their lives don’t impact each other. For example, someone who is experiencing financial difficulties might become distracted at work and their productivity decreases or mistakes increase. Likewise, you could be constantly on edge if there is constant friction between you and your boss. This may result in you being short tempered with family and (Durham, 2021).

References

Durham S. (2021). the role of psychology in human resource management

Godara G. (2015). how psychology relates to human resource management

Saxena S. (2019). industrial and organization psychology