What does an HR psychologist do?

What does an HR psychologist do?

Psychology of human resources pdf

The graduate in organizational psychology is a professional specialized in the behavior of people in organizations. His general role encompasses the study, diagnosis, coordination, intervention, management and control of human behavior in organizations. He is a professional who contributes to the generation of value through the management and development of human talent.

He is a specialist of human behavior in the organization, who is in charge of knowing and promoting the satisfaction of employees with respect to their work, as well as proposing and developing strategies to increase team spirit, implementing better selection procedures, training, promotion and retention of personnel, supporting the increase of productivity through the adequate man-machine-organization integration, recommending improvements in the quality of products and services, as well as in the marketing and advertising strategies of the companies and guiding the manager in terms of leadership, negotiation and decision making.

Functions of the psychologist in human resources

Occupational psychologists apply their knowledge of psychology in the workplace. They observe the behavior of workers and investigate how this behavior affects the company they work for.

In personnel management, they can recommend the best type of management system for the company. They can establish evaluation systems for the benefit of staff and management, using different evaluation techniques.

Occupational psychologists can also improve a worker’s performance by developing training and evaluation techniques. They also offer advice on stress management, helping workers and individuals to prevent or control stress.

Role of the psychologist in the workplace pdf

Human resources (HR) managers manage personnel: they recruit, motivate, supervise and deal with dismissals. The labor market situation is changing rapidly. New professions and additional responsibilities arise in familiar areas.

In order to maintain the level and competitiveness of the company, HR professionals need to update their knowledge. Therefore, it is important to take professional development and related courses, which are indirect, but still related to HR work.

In this sense, the competencies of the HR manager are determined by the company’s strategy. In fact, each type of company strategy should correspond to a specific HR strategy. The competencies of these strategies will be different. However, there is a set of generic competencies, although the company’s business model should generally be taken into account.

Human resources psychologist employment

Today it is a fact that the role of the human resources manager is key. They manage recruitment and selection, they are in charge of training and developing personnel, but they are also responsible for promoting safety, administering salaries and collective bargaining. This suggests that in this position there are two skills involved: administration and psychology, therefore, to be an effective professional in this area it is necessary to have developed both skills.

Through various tests, human resources teams can further assess a candidate’s cognitive abilities, such as communication, numerical and logical skills. By acquiring baseline data on various skills, the hiring manager can more easily determine how well aligned the person is with the skills required for the available position.

By creating fictitious, but plausible job scenarios (which can range from making presentations to problem solving), process managers can observe applicants in action. From this exercise, HR professionals can better assess the viability of any particular candidate.