What is the application of psychology in human resource management?

Application of psychological theory in human resource management

1. The application of psychological theory in employee recruitment. The so-called employee recruitment refers to the behavior of enterprises to find and find candidates who meet the job requirements in order to supplement their own employees. Personnel recruitment is a work that requires patience and care, and it is also a very hard work. Traditional recruitment methods and processes waste a lot of financial and human resources of enterprises, and it is impossible to find and use talents objectively. At present, the recruitment model adopts various psychological research results such as psychological health test and test form in psychological theory, which provides a more scientific and reasonable model for enterprise recruitment, greatly improves the efficiency of recruitment, and most of the recruited employees are qualified for the post.

2. The application of psychological theory in individual psychological differences of employees. Human beings are all different individuals, and everyone has their own characteristics. There are no two identical people in the world. Everyone is different from others, because the social environment is different and the genes are different. The most obvious difference of personalization is psychological characteristics. In the complex social environment, people's psychological characteristics will be influenced by their own activities, which will lead to corresponding changes, and then show differences in personality and ability, and these differences will change with the changes of environment and practice. In human resource management, we should give full play to everyone's own advantages, arrange suitable jobs for them according to their characteristics, let each individual give full play to his own advantages in the corresponding work, let everyone fully reflect his own value in his work, and let the enterprise achieve the ultimate goal. For example, extroverted employees can be arranged to engage in publicity and public relations work; Employees who are good at expressing can arrange to engage in management and organization work; Employees with stable personality can be arranged to engage in clerical and financial work. Enterprises should fully consider these factors when employing people and promoting positions.

3. The application of psychological theory in employee motivation system. Incentive system can make employees feel their own value and play an important role in human resource management. The enthusiasm of employees directly affects the benefit of the whole enterprise. The best way to improve the enthusiasm of employees is to adopt the incentive system. The incentive system must be based on the needs of employees. Only after we really understand the needs of employees can we formulate the corresponding incentive system to meet the needs of employees and stimulate their enthusiasm. For managers of enterprises, it is necessary to carefully observe the inner feelings and corresponding behaviors of employees in their daily lives and work, so as to grasp the inner needs of employees and formulate corresponding systems to meet their needs. For example, create a comfortable working environment for employees, or formulate a scientific and reasonable management system. In addition, for some employees with outstanding ability, difficult jobs can be arranged, which can stimulate such employees' sense of accomplishment; For some employees who encounter setbacks in their career development, they can take training opportunities to cheer them up again.

To sum up, we can know that psychological theory can effectively solve some shortcomings of current human resource management. However, the application of psychological theory in China's human resource management is still lacking, which requires the unremitting efforts of theoretical workers and practitioners.