As it is an area that deals, directly and indirectly, with the most important elements of people management, the HR sector needs a multidisciplinary team, but also a good psicologist in the Human Resources department. Through it, it is possible for your company to benefit:
- personnel selection;
- training and development;
- psychological assessment;
- conflict mediation;
- exit interview.
Behind productivity, results and actions of engagement and motivation, there is one factor in common: the human element. And that’s why you should consider staying a psychologist in the Human Resources department.
This close performance, by a specialist in human faculties, has everything to add more value to your campaigns. It diagnoses (and anticipates) potentially problematic situations and brings its employees closer.
Do you want to go a step further in qualifying your department? So, check out below how a psychologist in the Human Resources department and what are the reasons why you should consider hiring!
Why is psychology so important in HR?
We already gave a taste of the importance of the psychologist of the Human Resources department right at the opening of the text: the sector, today, is more concerned with the psychological and human aspect behind the results of a company.
Not even the indices that make up the HR reports currently only evaluate numbers. Qualitative and intangible aspects matter a lot for the growth of a company. Starting, for example, with the well-being of employees, their level of satisfaction and attitudes and behaviors in their daily lives.
That's where the psychologist in the Human Resources department you can apply your knowledge to the corporate routine. Understanding employees, in depth and not in a general way, to identify needs, opportunities and situations that are potentially problematic – and that need solution or prevention.
How does this apply to employees?
This area of knowledge begins to be disseminated through continuous evaluations of the psychologist in the Human Resources department.
For example: if the profile of employees is aligned with the organizational culture of the company. Or, even if the recent attitudes, performances and behaviors are in agreement with the objectives, goals and expectations of the organization.
However, all of this is done based on maintaining the well-being and quality of life of employees. It is people management applied in daily life. A harmonious combination between what the company needs to achieve the objectives and what professionals aim to achieve theirs.
When did the psychologist in the Human Resources department stand out?
In the middle of the 20th century, psychology it started to be studied as an educational, motivational and orientation element in the work environment.
It was even these studies that culminated in the precepts of people management and in the qualification of strategies focused on the qualification of the human being to obtain corporate gains (such as profits and more productivity).
And you can well say that, structurally, this is already the role of the HR specialist, there being no relevance in also having a psychologist in the Human Resources department. It turns out that, among the specialties required for the sector, it is convenient to have someone specifically for this. Just like a expert in accounting, labor laws and training can make all the difference for the company.
Where can the psychologist in the Human Resources department work?
Now, let's see in which areas of HR a psychologist can add through his knowledge, influencing strategies and also results. Check out!
Imagine that, with the help of a psychologist, your company obtains better evaluation rates for the composition of the profiles of each position.
All because this professional will combine both expectations, improving the selection and recruitment process so that the assertiveness is greater. Consequently, this generates more power to retain and attract talent, in addition to engagement and satisfaction for both parties.
In addition to the previous topic, the selection can also be qualified with the help of a psychologist in the Human Resources department. All because he can:
- analyze the profiles;
- identify necessary behaviors and attitudes for the company;
- and diagnose discrepancies that may interfere with excellence in decision making.
Therefore, conversations (in person or not) can be carried out, as well as psychological tests and even group dynamics, among other practices common to the recruitment and selection sector.
Training and development
For the internal development of the organization, the psychologist of the Human Resources department aims to carefully analyze skills, competences and motivational aspects.
With this, everything that can be constantly polished is better evaluated in order to guarantee better results, for the company, and the continuous development of employees.
Performance evaluations measure not only the quantitative aspects, within a certain period, but psychological factors that can directly or indirectly impact the performance of each employee.
So the psychologist in the Human Resources department has a relevant emphasis on the diagnosis (individual and collective) of the moment in which the company lives, in relation to employees, and the consequent decision making to reverse the negative conditions and promote even better indexes for what already flows, positively, in the work environment. work.
When pressure, stress or even other factors interfere with the organizational climate, the psychologist can act as a mediator of the conflict.
This helps to make you understand the reasons, causes and consequences of these discussions – as well as adding more information for impartial decision-making. All of this can also be observed in the medium term to prevent new similar problems from arising on a daily basis.
Also present in the last stage of the employee's journey, the psychologist in the Human Resources department can ensure that this relationship remains on good terms even at the end of the cycle.
More than that: the professional can better understand the factors that culminated in termination being able to identify situations that demand your attention so that the level of general satisfaction, in the company, remains. Something that eradicates, even, unforeseen events that require last minute and poorly planned decisions.
Tell us how much this topic, about the psychologist in the Human Resources department, can positively influence the organizational climate of your company! For this, we invite you to share your experiences in the field of comments on this post!