Role of Organizational psychology in Human Resource
Apart from the Human
Resource department, the industrial and organizational psychology department is
also responsible for handling the hiring practices, training programmes and
feedback systems. They help guide the HR department to understand the behaviour
and attitudes of its employees.
The psychologists try to
gauge the problems that the employees face and find ways to improve their
performance. The organizational psychologists apply the principals of psychology
to Human Resource. The blend of the two can be beneficial for the company and
its employees.
The
psychologist deals with the human aspects of the workplace and aim at improving
people's efficiency, and hence organizational effectiveness, through their
knowledge about human functioning.
The
major difference between organizational psychologist and HR consultant is that
all the work of the Industrial-Organisational psychologist has to be backed up
by scientific evidence and statistics. In contrast, HRM is
essentially a business study which emphasizes more on the practical side, with
less focus on the scientific side.
The
jobs of these two professionals are inter-related. The psychologist relies on
the HR consultant for important data as well as to know their views. And on the
other hand these consultants rely on the psychologists because they have the
expertise in assessing human characteristics.
They
can design the ideal candidate profile by learning the characteristic required
to fulfill the post. Also they can design the tools to improvise the execution
processes.
They
know how people get well versed with their profession and train them
accordingly. They have a mastery in problem solving and try to eliminate the
problem from its root. Their technique is based on extensive research
material.
Organizational psychology and HRM is more of a collaborative department
than competing departments. They work hand-in-hand to create an organizational
success.
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