How to apply psychology to human resource management

The Application of Psychology in Human Resource Management

Under the current economic crisis, the harsh market conditions demand more and more internal factors of enterprises, and the first factor in enterprises is people, and the subject of studying human behavior and psychology is psychology. This connection determines that the integration of human resource management and psychology will become the leader in the tide of knowledge economy. This paper briefly introduces the application of psychology in human resource management.

Human resource management; Psychology; Research results; App application

China Library Classification Number: F272. 92 Document identification code: A document number:1009-8283 (2009) 05-0144-0/.

Mental health is an individual's continuous and normal mental state. In this state, they can also have a good ability to build an environment and give full play to their abilities and potentials. On the contrary, poor mental health shows that the individual's adaptability to the environment is not strong. In this bad mental state, it is difficult for employees to have a proactive work spirit. Therefore, mental health is one of the important factors that directly affect employees' enthusiasm and the basis for improving employees' work efficiency. Human resource management is an activity of planning, organizing, guiding, controlling and coordinating the acquisition, development, maintenance and utilization of human resources; It is the general name of theories, methods, tools and technologies to study and solve the adjustment of interpersonal relationship and the cooperation between people and things in an organization, so as to fully develop human resources, tap human potential, mobilize people's enthusiasm for production and labor, improve work efficiency and achieve organizational goals. From the comparison of the above concepts, it is not difficult to find that the goal of human resource management is to mobilize people's enthusiasm for productive labor and improve work efficiency, which is a manifestation of mental health, which belongs to the category of psychological research, so psychology plays an indispensable role in human resource management.

The research results of psychology permeate all levels of human resource management. Let's briefly introduce the application of psychology in human resource management.

1 employee recruitment is an activity to find and find candidates who meet the job requirements for enterprises to supplement the missing employees. This is a hard and meticulous job. Traditional selection methods and recruitment processes consume human and financial resources of enterprises, and it is also impossible to find, evaluate and use talents objectively. However, the current selection and recruitment model reasonably applies psychological achievements such as scales and mental health tests to achieve job matching (work ability).

2 Staff Training In order to make the existing human resources of the enterprise meet the needs of the future development of the enterprise and meet the requirements of staff progress, it is necessary to organize education and training for employees and develop their intellectual potential. The research results of psychological needs in psychology have solved the contradiction between universality and particularity in the process of employee training in enterprises, and the contradiction between individual and group needs is helpful to improve training efficiency. In addition, the training system combining operating system training with mental system training will become the mainstream mode of many trainings in the future. According to Professor Feng Zhongliang's "structure-oriented teaching" and the former Soviet psychologist Gary Peilin's "intellectual action is formed in stages", we can see that psychological skills are implicit and contracted. It often exists in the minds of industry experts, and it is necessary to externalize expert experience, which requires mental skills training. Introducing psychological research results into employee training can give full play to people's potential, understand employees' psychological needs and development aspirations, and meet them accordingly, so as to maximize the interests of enterprises.

The starting point of employee motivation is to meet the needs of employees. In the hierarchy of needs theory put forward by American psychologist Maslow, we can know that demand is rising step by step from the bottom. Higher demand appears after lower demand is met. The satisfaction of employees' internal and strong needs will produce motivation, and the external reflection of motivation is behavior. According to Max-dodson Law, we can know the relationship between motivation and efficiency, which is an "inverted U-shaped curve". In other words, if the anxiety level is too low and the motivation is too weak, it will not stimulate the enthusiasm of appropriate employees, but if the motivation is too strong, it will cause high anxiety and tension of individuals, thus reducing work efficiency. This requires managers to understand the needs and motivations of employees before formulating the incentive system, so as to achieve the ultimate goal of incentives-to make organizational goals objectively consistent with employee goals. In the process of motivation, psychological motivation theories, such as motivation, motivation theory, reward and punishment theory and process motivation theory, are used to design diversified motivation and assessment methods for employees. It can provide a successful management method for managers-controlling the individual behavior of employees by changing external stimuli.

4 Employee Stress Professor Shilin from the School of Psychology of Beijing Normal University believes that employees' response to stress can be roughly divided into three aspects. First, they often have fatigue, headache, breathlessness and tinnitus, which is a physiological reaction. The second is psychological reaction, such as anxiety, tension, depression, decreased attention and memory. Third, behavioral reactions, such as increasing the number of cigarettes and losing your temper, do not care about children's education as before. Therefore, employees' reaction to stress has hindered the improvement of performance in all aspects. The research results of psychology provide us with many methods to control stress, such as venting, psychological counseling, cultivating employees' self-decompression ability, determining appropriate pursuit goals, cultivating hobbies and so on. At present, a project named "Employee Psychological Assistance System -EAP" is serving many enterprises to solve the problems of employee stress management and emotional management.

Some studies on employee communication in the United States show that managers spend more than 60% of their time on communication, and communication is needed to discuss strategic planning, job analysis, employee selection, training, motivation and human resource placement. The communication between employees can reduce certain work pressure, and may also generate or deepen employees' professional interest, thus improving production efficiency and maximizing enterprise profits. Therefore, communication between employees is the focus of management. Psychology provides us with many practical methods, such as the resolution of psychological conflicts. People will encounter many situations in which their own interests contradict other people's demands. At this time, psychological contradictions arise. If we know someone's dominant motivation, we can predict his psychological choice and behavioral motivation, so that employees can avoid conflicts with others' dominant motivation in communication and avoid contradictory topics in communication, thus creating a harmonious corporate culture and obtaining the maximum profit of the enterprise. To sum up, we know that the research results of psychology are a golden key to solve the existing problems of human resource management, but the research of human resource psychology in China is still very lacking, which requires the unremitting efforts of theoretical workers and practitioners.