Organizations affect everything that we do – eating, sleeping, travelling, studying... How can we explain the behaviour of people in organizations? Employees are struggling and hurting. They are precious, the most valuable asset in the company. The value of employer support is thus powerful.
Organizational psychology can help HR in a variety of ways. Some examples include:
1. Recruitment and selection: Organizational psychology can help HR professionals design and implement effective recruitment and selection processes that identify the best candidates for open positions.
2. Employee engagement and retention: Organizational psychology can help HR understand what motivates employees and how to create an environment that promotes engagement and reduces turnover.
3. Training and development: Organizational psychology can help HR design and deliver training programs that are tailored to the specific needs of employees and that are more likely to result in improved job performance.
4. Performance management: Organizational psychology can help HR design performance management systems that provide clear and accurate feedback to employees and that are fair and objective.
5. Organizational change: Organizational psychology can help HR professionals understand how employees react to change and how to design change management strategies that minimize resistance and promote acceptance.
6. Employee well-being: Organizational psychology can help HR professionals understand how to create a work environment that promotes employee well-being and reduces stress, burnout and absenteeism.
HR Challenges:
promoting diversity
upgrading skills, talent
HR practices can increase an organization’s stock market value. Thus the process of implementing the necessary requirements as – job security, diversity, career opportunities, communication, teamworking, performance appraisal etc, matters for employee commitment + job satisfaction which encourage employees to use discretionary behaviour to perform better. Discretionary behaviour is by definition the freedom to decide how work is going to be performed – the employee wants to perform better.
