As a HR manager how do you think Psychology is important in handling people
From India, Madras
Psychology (ancient Greek: psyche = soul and logos = word) is the study of behaviour, mind and thought. It is largely concerned with humans, although the behaviour and thought of animals is also studied; either as a subject in its own right (see animal cognition and ethology), or more controversially, as a way of gaining an insight into human psychology by means of comparison (see comparative psychology). Psychology is commonly defined as: "the science of behaviour and mental processes"
its not essential to know pyschology to be a HR manager, however if you are into assessment centers, counseling, a background may help, there are specific areas such as Industrial and Organizational Psychology which directly relates to certain HR areas, but these are very specific and niche activities.
Hope this helps

For an HR Manager psychology place very important roll.
1) At the time of recruitment
2) Taking decession on diciplinary,i.e. at the time of cousilling
3) Disputes in the office between the employees.
in this we have to observe the body language of the employee, behaviour of the employee and many more.
Y.Venumadhava Reddy

From India, Hyderabad
Dear friends As I understand psychology is needed for others and not for self. Right?. regards, Jogeshwar
From India, Delhi
What Can Industrial Psychology Do For HR?

There are a number of ways you can use psychology to improve your work performance, to build the job-related skills that will help your career, to give you a competitive edge. Many people think of psychology as a set of theories and skills to be used by counselors and therapists who deal with mental problems. Abnormal behavior and mental disorders are, in fact, major concerns for some people who have studied psychology. But there are many applications of psychological findings outside of counseling. One of the oldest specialties in applied psychology has nothing to do with therapy and abnormality.

This specialty is the psychology of work behavior.

Consider how a class or two in industrial psychology could be useful to you. After graduation, you will very likely devote more time and energy to work and your career than you will to most other aspects of your life.

During the coming years you will spend in the workplace, you will encounter psychological issues of all kinds. For example, as you move into positions of greater responsibility, you will be expected to know

-how to assess people for promotion,

-how to determine training needs, and

-how to make decisions affecting the success of your organization.

In a world where conflict and miscommunication are common, you will need to develop skills as a sensitive yet effective manager.

One way to begin to prepare yourself for these responsibilities is through courses in industrial psychology.

The industrial psychology provide a foundation for understanding the human elements of the workplace. They can provide with the competitive edge they will need when they enter the job market and as they move along their career ladders.

Descriptions of these four courses follow:

1. Social/Organizational Skills

-- addresses job attitudes, the motivation to work, leadership style, and a variety of other topics of a social nature.

2.Industrial/Organizational Psychology

--addresses a comprehensive survey of psychology applied to the workplace. Includes all the major topics: job analysis, employee selection, performance appraisal, industrial training, job satisfaction, leadership, and workconditions.

3.Human Factors and 4. Environmental Design

--addresses ergonomics or human engineering. Human characteristics and capacities are considered as we analyze the design of things people use and the environments in which they use them. Topics include: information processing, applied anthropometry, work space arrangement, illumination, noise effects, and product safety. .



From India, Mumbai
Dear sir
I have a small problem in preparing for a Mgmt aptitude test which contains volumes of questions on HR and many are beyond my reach though i am into this profession for the past more than 8 yrs the problem is in test concepts at root level viz ..... if profounded by..... a tool to measure performance..... normally in organisations what we hear is something is entirely contradicting to what the examiner is giving in our question paper this is creating problem can u pl help some guidelines on which i can prepare comfortably my concepts on various aspects of hr is very clear only problem is with preparation for the MAT some tips would defenitely help me
thanks a lot. you may mail on my personal id ""

From India, Hyderabad
Those who work in Human Resources also have to be able to handle a crisis in a smooth, discreet manner. Whether the issue is health care related or regarding sexual harassment or employee disputes, a person working in Human Resources must be trusted to keep an employee's personal details to herself. The Human Resource team must also be a good judge of morale and realize when morale boosting incentives are needed. It's up to them to make sure all employees are comfortable with their surroundings and working under acceptable, if not above average, conditions.
That's the reason psychology is important for HR manager.

From India, Mumbai
Perfect thoughts!!
One thing I would like to add here. We generally categorize psychology behaviors as good or bad. Though, I would say no psychological trait is good or bad. They shall be looked upon as what we require for a job. An aggresive person might be good for one role whereas for other you may need a cool-minded person. What makes HR-positions interesting to work at is how well you can understand these job-requirements and then how efficiently you can identify people with desired traits and put them on to ROCK. Worth a mention here, all this idenitfication etc needs to be done with what all limited resources we may have... :-)
Thoughts, agreement, disagreements do let me know

New entrant. sorry for any errors.
As HR people, we deal are dealing with emotional assets of the
organization. This in itself necessiates some understanding of the possible effect of every action and deision affecting the staff. We hire,appreise, punish, promote, demote, discipline etc.

From Kenya

Yes no doubt psychology is very imp for HR's. My experience goes that we need psychology in our day to day work life, let it be solving personality clashes or just conveying a not so good message or performance to an employee we need to understand what goes at the back of the employees mind, to make our message most effective.

For this I think one most imp thing is that we should understand that every employee is a different individual, someone rightly said in one of the posts, we are dealing with the collective yet independent emotions of the organization.

on a broader scale we can assess psychological traits of the employees with:

1. Family background

2. Current family responsibilities - employees having some responsibilities are more understanding and flexible

3. Monetary status

4. Ambitions and plans

5. Pattern of jobs or companies worked with gives an idea of what kind of employment psychologies he has seen and gone through.

This can be a long list... I am also looking for some specific questions to understand behavior assessment for freshers, if you have any inputs please let me know.

From India, Pune

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