Human resource management is the flag bearer of examples of how psychology bridges people and performance. HRM needs psychology. A better understanding of the field can be handy to deal with the day to day challenges of management life. Psychology is an aspect of HRM. HRM deals with humans and psychology provides an understanding of human behaviour. A person working in the HR domain with psychological knowledge performs better, maintains better relationships with fellow colleagues, and provides better understanding and motivation to those working under them.
Recruitment is one of the most important phases of HRM management. While carrying out the process of recruitment HRM people have to go through a bunch of different individuals. To deal with and to get the best out of the pool of candidates HRM should be proficient at understanding Human Psychology. An individual is hired on the basis of two to three factors among which skills is the top priority and then comes “Soft Skills” in the picture. When we talk about Soft Skills a perfect candidate is one who can communicate well, perform well in team work, is ready to collaborate, knows how to express their concerns and show willingness to improve. All these points and factors about a candidate are to be noticed during recruitment as they are the future of an organisation. To do so the HRM conducts psychometric testing, interviews that provide detail and insights on the behaviour of the candidate, and their values regarding work culture. That's how psychology affects the recruitment aspect of HRM.
As HRM is not just limited to recruitment, it also involves dealing with those already present in the organisation. In context with employee engagement psychology plays a great role in mainly keeping the employees motivated to work. It helps in understanding what an employee's basic social and psychological needs might be. Once there is an understanding the HRM can then use it to establish better relationships with employees. HR should be well aware of the human behaviour to retain employees while keeping them motivated for work, they can do so by encouraging, maintaining a reward system and fostering healthy competition in the organisation.
Every leading organisation depicts a common yet strong factor that is “Leaders”. It is the leaders who are responsible for an organization's success. The psychological aspect here is that HR’s are responsible to find the best leaders in an organisation. Several traits like emotional Intelligence, resilience, problem solving and decision making skills are what make a great leader. HRM uses several psychological tools and methods to do so. One such method is Team work, teamwork in fact is one the easiest way to find and refine leaders as it shows a person's willingness to listen, convey, communicate and collaborate with others. As HR’s too are Leaders they can improve themselves by adapting to different leadership styles based on the need of the organisation and mentor those within the organisation for the same.
Conflict and risk are a major part of human life. It becomes necessary for HRM of an organisation to be in great control of the same. Not just control but they should be efficient enough to tackle any conflict that comes in their way whether it be a conflict of opinion between two employees or a conflict generated due to personal reasons of an individual. The psychological aspect here is again the human behaviour, thinking, and actions and what it could lead to. HR’s can deal with it in several ways: by being an active listener who actually pays attention and addresses an employee's issue, dissolving any sort of biased and discriminatory behaviour, and last but not the least by being great negotiators and mediators.
An individual working in an organisation has certain expectations and boundaries. The very basic needs of a human are to be respected, earn well, and lead a healthy life. Workplace is just another part of life, it is not life. HRM is not only responsible to maintain the quality of work but also maintain the quality of life that an employee experiences in the workplace. Every healthy work environment allows its employees to prioritise their mental and physical health. HRM’s are the sole builders of an organisation's work environment. No human should be treated with regressive thinking, discrimination and abuse on the basis of anything that makes them different whether it be caste, race, colour or values. Hence it becomes important for HR’s to foresee whether an employee is being treated well or not.
Psychology is that pillar of HRM that makes HRM strong to stand its ground. HRM is the cornerstone of an organisation. Leveraging and incorporating the best Psychological practices can benefit HRM and the whole organisation to achieve success in a much harmonious way.
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