application of industrial psychology in hrm

8/7/2019 Application of Industrial Psychology in HRM

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1

Overview

onHuman Resource


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EMPLOYEE SELECTION FAIR EMPLOYMENT PRACTICES

Application of Industrial

Psychology in HRM


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HRHR PSYCHOLOGYPSYCHOLOGY

y Is a process ofbringing people andorganizationstogether so that the

goals of each aremet.

y Is the study ofhuman behavior.The study is notonly how they

behave, but whythey behave as theydo.

HR Vs PSYCHOLOGY


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AREAS WHERE PSYCHOLOGY HELPS HR

y Selection

y Training

y

Career developmenty Performance

management

y To diagnose roots of the

problem and solve it

y Interview

y Job analysis

y

Motivating employeesy Minimizing

organizational stress


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SELECTION

ROLE OF PSYCHOLOGYIN SELECTION:

y They study and suggests qualifications that a

particular type of person must possess.

y It analyses various elements involved in a particulartype of work.

y It also comes up with an ideal person profile that theorganization is looking for.


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TRAINING

ROLE OF PSYCHOLOGYIN TRAINING:

y They design and deliver training courses.

y Scientific human learning theories.

y Training principles.


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CAREER DEVELOPMENT

ROLE OF PSYCHOLOGYIN CAREERDEVELOPMENT:

y Determines best career for a person byanalyzinghis/her characters.

y It suggests best ways to attain them in future.

y It also suggests ways to shine in the present career byobserving the qualities of the job.


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PERFORMANCE MANAGEMENT

ROLE OF PSYCHOLOGYIN PERFORMANCEAPPRAISAL:

y They suggest many methods for performance appraisal.y Determines the errors that may happen.

y Suggesting ways to overcome these errors:

1. Providing evaluators with proper training.

2. Arranging the evaluative format to minimizeerrors.

y Suggests best rating procedures.


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DIAGNOSE ROOT CAUSE OF PROBLEMS

ROLE OF PSYCHOLOGYIN DIAGNOSIS:

y Understanding the needs of the employees.

y Understanding the problem from their point of view.

y Helps in creating a feeling of ownership amongemployees.

y

Helps in creating a high morale among employees.


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INTERVIEW

PSYCHOLOGYIN INTERVIEW:

y Designing standard interview methods.

y Helps the HRs to determine the characters fromtheir behavior during interview.

y To frame suitable questions for various stages ofinterview.


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JOB ANALYSIS

ROLE OF PSYCHOLOGYIN INTERVIEW:

The psychology has given seven methods:

1. Questionnaire.

2. Activity method.

3. Individual psychographic.

4. Time and motion study.5. Skill analysis.

6. Job psychograph.


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MOTIVATION

ROLE OF PSYCHOLOGYIN MOTIVATION:

y Helps HR to motivate individually by analyzing

everyone's characters.

y Helps in designing motivation programmes.

y Helps in training the executives to give propermotivation to their employees.


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MINIMISING ORGANIZATIONAL STRESS

ROLE OF PSYCHOLOGYIN REDUCING THESTRESS:

The techniques developed by psychologist are:

1. Cultivate problem solving.

2. Avoid stressful situation.

3. Confront it.4. Increase physical activity.

5. Find relaxing alternatives.


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CONCLUSION

y These days, various industries give rise. So, nowindustrial growth depends completely on psychologicalaspects.

y The experiments and investigations conducted in thefield of psychology has given out;

1. Conditions of work.

2. Selection of workers.

3. Human elements in industry.4. Promotions and transfers.

5. Conflicts in industry.


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Employee Selection

Employee preference Recruitment process

Sources of recruiting

Recruiter characteristics

Campus recruiting Realistic job preview

Review of the selection process Job and worker analyses

Recruitment decision

Selection techniques


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Fair Employment Practices

y Adverse impact on minority groups

y Discriminatory questions

y Reverse discrimination

y Other forms of discrimination


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Employee selection techniques

y Biographical information

Application Blanks

Biographical inventories

y Interview

y References

y Assessment centers

y Psychological tests


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INTERVIEWS,ASSESSMENT

CENTERS


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Interviews

y

First impressionsy Unstructured Interviews

y Structured Interviews

y Situational interviews

y Online interviews

Bias an interviewers judgments

Prior information

Contrast effect Interviewers prejudices

Halo effect


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Assessment Centers


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THANK YOU


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THANK YOU

application of industrial psychology in hrm

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