PSYCHOLOGY AND HUMAN RESOURCE MANAGEMENT – PERSONAL STATEMENT
I am very interested in the career path of human resource management, which involves the management of an organisation’s workforce and personnel. People are the most valuable asset in any organisation and therefore, in order to ensure the smooth-running of that organisation, it is essential that a HR manager possesses a solid understanding of human behaviour.
This is where my interest in psychology comes in. Psychology is the scientific study of the mind and behaviour. In a HR environment, psychology is most relevant in recruitment. Recruitment managers must be able to quickly and accurately make judgements while interviewing and disciplining.
Psychology is becoming increasingly popular in the workplace, with employers using psychological personality tests in order to determine those candidates suitable for particular roles. A HR manager who is suitably trained in psychology will be able to identify job requirements with desired traits.
I particularly enjoyed studying psychology at college. It has it encouraged me to ...
As jobs are becoming more technical every year and innovations are arising with new job opportunities, finding employees that meet a business’ requirement is becoming more difficult (Nickels (290-346). This is why it is important to have a career that arises and evolves that meets this innovating world: Human Resources. Human resources plays a big part into a business’ success from hiring new employees, to employee retainment, and ensuring employees are trained to meet the evolving businesses requirements (Nickels (290-346). Human Resources is quickly evolving to become one of firm’s most critical professions in the industries market business.
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
Industrial and organizational psychologists contribute to an organization's success by improving the performance, satisfaction, safety, health and well-being of its employees. An IO psychologist conducts research on employee behaviors and attitudes, and how these can be improved through hiring practices, training programs, feedback, and management systems. As well as helping organizations transition among periods of change and development. Although I am lacking training and experience within this direct field, I have been placed in situations where I have had the opportunity to observe individuals behavio...
Caruth, D. L., & Caruth, G. D. (2009). The Re-emergence of Personality testing as an employee selection procedure. Super Vision, pp. 9-13.
During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring
In an attempt to hire the best possible candidate and to properly analyze current workers, many companies have used some form of personality testing to attempt to better know their employees. Personality testing has shown the employers are desperately trying to fit the perfect person into the perfect position. Some of the "master chefs" of the selection business are paying special attention to the new chemistry between personality tests, competency requirements, and behavioural interviewing. But is the process of personality testing truly accurate? This paper will go into detail about how personality testing came to pass and how it evolved into the present environment. Furthermore, it will elaborate two major arguments as to why personality testing is not an adequate method of the hiring process and, mainly, how these arguments are addressed and dealt with by the creators of the tests.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Personality test are used in career counseling as a means to help determine the right candidate for the job as well as helping the individual get a good idea as to what they may be good at. The questions and answers to these test are not necessarily direct because they are designed on more of a psychological level. Candidates may answer the questions thinking that is going to be what the company my wants, thus making the test not that effective in some cases. Some companies may us the characteristics of their top employees to help them come up with questions. The questions are deeper than surface level so according to test makers. (Melissa Korn, 2012)
Management is created to manage or control an organization or company well, in order to achieve its goals efficiently. Especially for companies, understanding personality and behavior well can be very useful and important for them to determine the efficiency and success of the companies. It can be implemented and shown by how the companies are selecting, eliminating, and choosing the right employee for the companies (Business Case Studies, 2016). In addition, it is usually done by the companies’ manager. In order to do that, it is very important for the companies to put the right personality that can be matched to the job that will be given. The reason is simply because it can help the companies to have a better performance and productivity from their employee. There are some strategies and ways that the companies’ manager can use to do that. For example, when a company is about to hire some people, the manager of that company can apply a personality test that will be given to the potential employees first. The reason to do this test is to likely help the manager to know the potential personality that the potential employees might have, in order to choose the right employees for the right job (Chatterjee &Learnvest, 2015). Once the employees’ personality suit with the job, the employees will behave well towards their job and produced a better productivity for the company. Another
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Psychology has been described as the “scientific study of behaviour and mental processes” (Riffio, 2009). It was very heavily criticised when first introduced to the workplace. Workers believed that the use of psychology was not in their best interests. It wasn’t until 3rd August 1948 that The Manchester Guardian reported that the Trades Union Council had begun attempts to eliminate the common perception by employees that the use of psychology was to prevent employers having to pay them higher wages. For years psychology was considered to only affect the productivity of an enterprise. For example, Frederick Taylor was an engineer who believed that efficiency could be improved by the ‘time-and-motion’ procedure, in which a job was broken down into several smaller jobs. Organisations weren’t invested in the wellbeing of their employees. Their only use for psychology was to increase profit. This has changed drastically since 1996, when the soon to be president of the American Psychology Association (APA), Martin Seligman, coined the phrase ‘positive psychology’.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Business psychology might be very helpful to business, but is it helpful as a sustainable career? The job’s of those business psychologist will most likely entail them to being an adult. Is this career field a place where someone might want to go as an adult? According to research done by the Population Reference Bureau, the past years have shown approximately 50 percent (fluctuating hear and there by a very small percentage) of adults getting married. With this data, it is understood that at least half of adults need to provide and take care of a family. The real task in this paper is to find out if business psychology is a career field that is a goal worth working toward, can it sustain a family, and how does one benefit from it?
There are a number of professions individuals can choose under the broad umbrella of human services. Typically, these professions are categorized into three broad classifications: nonprofessionals, human service professionals, and specialists (Woodside & McClam, 2015, p. 179). While these seemingly disparate career paths, ranging from physicians to probation officers, appear to have nothing in common, they all rest on one key goal: improving the well being of others. Each career will entail different education, training, and licensing requirements (contributing to their placement in the previously mentioned categories [Woodside & McClam, 2015, p. 179]), as well as have different career outlooks and salary ranges. It would behoove any individual seeking out a career in human services to do their due diligence; he/she needs to know exactly what a particular career path will demand and potentially provide. This paper sets out to examine the human service profession of industrial-organizational psychology.