role of psychology in hr- ppt.pptx

Mar 25, 2023Download as PPTX, PDF0 likes67 views

Psychology plays an important role in helping the human resources (HR) department of an organization. It helps HR with employee selection by analyzing job qualifications and creating ideal candidate profiles. It also assists with training program design, career development by determining the best career paths for individuals, and performance management through recommending effective evaluation methods. Other areas psychology aids HR include diagnosing workplace issues, conducting interviews, performing job analysis, motivating employees, and minimizing organizational stress. The success of organizations relies on effectively managing human capital, making psychology a valuable partner to HR.

INTRODUCTION
● ORGANISATION:
- is an institution, created by society to undertake a
set of tasks.
-its success depends upon the knowledge, skills and
abilities of their employees.
- to keep these things in balance the HR department
needs the help of psychology.

HR PSYCHOLOGY
● Is a process of bringing
people and
organizations together
so that the goals of
each are met.
● Is the study of human
behavior. The study is
not only how they
behave, but why they
behave as they do.
HR Vs PSYCHOLOGY

BRANCHES OF PSYCHOLOGY
● Developmental
● Adolescent
● Abnormal
● Clinical
● social
● Educational
● Differential
● Experimental
● Organizational
● industrial

AREAS WHERE PSYCHOLOGY HELPS HR
● Selection
● Training
● Career development
● Performance
management
● To diagnose roots of the
problem and solve it
● Interview
● Job analysis
● Motivating employees
● Minimizing
organizational stress

TRAINING
ROLE OF PSYCHOLOGY IN TRAINING:
● They design and deliver training courses.
● Scientific human learning theories.
● Training principles.

CAREER DEVELOPMENT
ROLE OF PSYCHOLOGY IN CAREER
DEVELOPMENT:
● Determines best career for a person by analyzing his
characters.
● It suggests best ways to attain them in future.
● It also suggests ways to shine in the present career
by observing the qualities of the job.

PERFORMANCE MANAGEMENT
ROLE OF PSYCHOLOGY IN PERFORMANCE
APPRAISAL:
● They suggest many methods for performance appraisal.
● Determines the errors that may happen.
● suggesting ways to overcome these errors:
1. providing evaluators with proper training.
2. arranging the evaluative format to minimize
errors.
● Suggests best rating proceducers.

DIAGNOSE ROOT CAUSE OF PROBLEMS
ROLE OF PSYCHOLOGY IN DIAGNOSIS:
● Understanding the needs of the employees.
● Understanding the problem from their point of view.
● Helps in creating a feeling of ownership among
employees.
● Helps in creating a high morale among employees.

INTERVIEW
PSYCHOLOGY IN INTERVIEW:
● Designing standard interview methods.
● Helps the HR’s to determine the characters from
their behavior during interview.
● To frame suitable questions for various stages of
interview.

JOB ANALYSIS
ROLE OF PSYCHOLOGY IN INTERVIEW:
The psychology has given seven methods:
1. Questionnaire.
2.Activity method.
3.Individual psychographic.
4.Time and motion study.
5.Skill analysis.
6.Job psychograph.

MOTIVATION
ROLE OF PSYCHOLOGY IN MOTIVATION:
● Helps HR to motivate individually by analyzing
everyone's characters.
● Helps in designing motivation programmes.
● Helps in training the executives to give proper
motivation to their employees.

MINIMISING ORGANIZATIONAL STRESS
ROLE OF PSYCHOLOGY IN REDUCING THE
STRESS:
The techniques developed by psychologist are:
1. Cultivate problem solving.
2. Avoid stressful situation.
3. Confront it.
4. Increase physical activity.
5. Find relaxing alternatives.

CONCLUSION
● These days, various industries give rise. So, now
industrial growth depends completely on psychological
aspects.
● The experiments and investigations conducted in the
field of psychology has given out;
1. Conditions of work.
2. Selection of workers.
3. Human elements in industry.
4. Promotions and transfers.
5. Conflicts in industry.

BIBILIOGRAPHY
1. Personnel and Organizational Psychology
- Laurence Siegel & Irving M.Lane
2. Psychology, Human Relations and Work Adjustment
- Rene V.Dawis & Rosemary T.Fruehling
3. ABC of Industrial Psychology
- prof. S.P. Chaube.
4. Introduction to Psychology
- Clifford T.Morgan & Richard A.King

Psychology plays an important role in helping various functions of human resource (HR) management like selection, training, career development, performance management, and motivation of employees. It helps HR by suggesting ideal candidate profiles, designing effective training programs based on learning theories, determining best career paths by analyzing personalities, developing performance evaluation methods, and designing motivation programs. Some key areas where psychology assists HR include job analysis, interviewing, diagnosing and solving organizational problems, and minimizing work stress. Understanding human behavior and factors influencing it allows HR to manage talent and create conditions where both organizational and individual goals are met.

Presentation final psychology.pptxHamzatariq995680

��

This document discusses recruitment, career development, and selection strategies from a psychological perspective. It begins by defining recruitment and the goals of ensuring long-term job satisfaction. It then discusses career development as a lifelong process affected by education, work experience, and job satisfaction. Different career development models and theories are presented, including trait theory and Holland's theory of vocational types. Job analysis methods and their uses in selection are also reviewed. The document advocates for applying psychology to improve selection strategies, such as through proper job analysis, resume analysis, and structured interview procedures.

applied presentation.pptxSyedMuhammadSibteHas

��

This document summarizes an industrial-organizational psychology course being taken in the 3rd semester of fall 2022. The course is in the psychology department of Iqra University Islamabad, taught by instructor Narmeen Hanif. The document covers topics like the definition of industrial-organizational psychology, its focus areas like employee productivity and behavior, leadership styles, job attitudes, performance management, and training. It also lists the skills needed to become an exceptional I-O psychologist and concludes with a question and answer session.

Outline Of Training Vjcchsplastic

��

The document outlines Shinichiro Kawaguchi's participative HRM/HRD program at the Vietnam-Japan Center from June 27-30, 2006. It discusses his background and specialty in international management consulting. The program focuses on developing diagnostic, adaptive, and communication capabilities for new managerial skills. It involves lectures, group exercises, and presentations on topics like performance-based organization diagnosis, HRD diagnosis, job analysis, and competency management.

Career Counselling in the Present ContextDr.Amol Ubale

��

The document discusses career counseling and its importance. It outlines the key components of career counseling including career planning, development, and management. Career planning involves helping individuals understand their strengths/weaknesses and select career goals. Career development looks at personal and organizational growth over a lifetime. Career management is preparing, implementing, and monitoring career plans. The role of a career counselor is to help clients through self-assessment, exploring career options based on interests/skills, and developing job search strategies.

Industrial and Organizational PsychologyCounsel India

��

I/O psychology is the scientific study of human behavior and performance in workplace settings. I/O psychologists use psychological research methods to identify and address issues that affect workplace productivity and employee well-being. They work in areas such as employee selection, training, organizational development, and performance management. The goal is to understand workplace dynamics and implement solutions that improve business outcomes and employee experience.

industrial and organizational psychology 🧠Counsel India

��

Industrial and Organizational (I/O) psychology explores the scientific study of human behavior in the context of the workplace. Its primary goal is to scrutinize individual, group, and organizational dynamics, utilizing research discoveries to devise solutions that bolster the welfare and effectiveness of both the organization and its employees. Join us on an enlightening journey through this e-book as we delve into the multifaceted realm of I/O psychology. Together, we will unravel its intricacies, explore its diverse dimensions, and strive to attain a thorough comprehension of this captivating field. https://www.counselindia.com/

Organizational Psychology.pptxHarkamalSinghSaini

��

This document discusses organizational psychology and its importance in creating successful workplaces. Organizational psychology focuses on understanding individual and group behavior in workplace settings. It assists with tasks like employee selection, training, performance management, and creating productive organizational cultures and teams. Organizational psychologists conduct research and apply psychological principles to improve communication, culture, motivation, and job satisfaction. While implementing organizational psychology concepts can face challenges like resistance to change, the benefits include increased employee performance, productivity and well-being.

Functions of Human Resource Development.pptxyashdwivedi1790

��

Sympa | Appraisal GuideSympa

��

This document provides guidance for HR professionals on building successful employee appraisal processes. It discusses how appraisals can be used to build motivation, engage employees and managers, and provide insights to support business decisions. Key recommendations include analyzing the current appraisal system, troubleshooting issues like infrequent appraisals or lack of useful data, and designing discussion-based and individualized processes focused on strengths, goals, actions and outcomes. Both traditional annual and more frequent "agile" approaches are examined, with benefits including improved employee-manager relationships through regular feedback discussions. The goal is to improve productivity and performance through better understanding between parties.

Cas pptPavithra C S

��

The document discusses personality tests and their use in employee selection and the workplace. It defines personality as a combination of emotional, attitudinal and behavioral patterns in an individual. Common personality tests include the Myers-Briggs test and Five Factor Model test. Personality tests can be objective, projective, or situational. Employers use personality tests to help select candidates that fit certain roles and to understand employees to help teams work together better. A good personality fit between employee and job can reduce turnover and increase productivity.

Chapter 1 Introduction of organization psychologysaramughal7010

��

Organizational Psychology (Final term).pptxMuneebZahid10

��

Organizational psychology is the scientific study of employees, workplaces, and organizations. An organizational psychologist contributes by improving workplaces, employee satisfaction and motivation, and overall productivity. Key areas of organizational psychology include training and development, performance management, work-life balance, and organizational development. Organizational psychologists use psychological principles to solve workplace problems and improve quality of life by studying productivity, management, and employee work styles. They work in industries, government, universities, and consulting firms and assist with personnel selection, policy planning, and ongoing professional development.

Jane Graham PPMA - Public Sector People Managers' Association

��

This document discusses using psychometric and behavioral profiling tools in recruitment and development. It describes several common tools - Personal Profile Analysis (PPA), Trait Emotional Intelligence Questionnaire (TEIQue), High Potential Trait Indicator (HPTI), and General Intelligence Assessment (GIA) - that measure traits like personality, motivation, aptitude, and emotional intelligence. These tools provide insights to evaluate candidate fit for roles, potential for growth, and team compatibility. An example case study outlines how one company uses the PPA and TEIQue in its recruitment process by integrating assessment results into shortlisting, interview questions, and final hiring decisions.

TSM BrochureTalent Strategy and Management

��

This document summarizes four training programs on talent management and leadership skills offered in Dhaka and Chittagong, Bangladesh in July-August 2016. The programs cover psychometric testing, performance feedback, emotional intelligence, and flourishing leadership skills. They are designed based on research from top North American universities and include business cases, exercises, and videos to actively engage participants. The document provides details on program dates, locations, objectives, and lead instructor Mahbub Alam's background and qualifications.

Career counselingSamuel Maniraj

��

This document provides information about career counseling. It discusses the definitions of career and careers, and introduces career counseling as helping others through conversation to find practical solutions to problems. Career counseling is needed in the competitive environment. The components of career counseling include career planning, development, and management. Career planning involves selecting goals and paths to achieve them. Career development looks at ensuring qualified individuals are available for organizations and personal development. Career management is an ongoing process of preparing, implementing, and monitoring career plans. The document also discusses factors to consider in career selection like intelligence and interests, and goals of career guidance like exploring oneself and accepting responsibility. It introduces and explains SWOT analysis as a technique to analyze strengths, weaknesses, opportunities, and threats,

Business Psychology Don't Worry Be HappySeta Wicaksana

��

You wouldn’t think that business and psychology are two things that go together but without psychology in business, companies and entrepreneurs wouldn’t be as successful. Business Psychology ensures organizations are designed to make the most effective use of their people and these employees are able to do their jobs to the best of their abilities, and they are happy, engaged, and productive. Why do we want happy and engaged people? Because they are the most profitable, productive, sell more, are sick less and tend to stick around for longer! So happy people are the aim. Business psychology integrates the study of human psychology with practical business applications to enhance employee work environments, increase productivity, and organize groups of people in firms. Its goal is to delve deeper into human behavior and its interplay with the corporate lifestyle to create better sustainable and human-friendly workplace conditions for employees’ maximum performance and growth.

Employee motivation sbq projectraja kamal Ch

��

This document discusses employee motivation at an organization called Sbq. It introduces the topic and defines motivation as inspiring employees to engage in work. The research problem is to study the factors that motivate employees at Sbq. The objectives are to identify important motivational factors, study the impact of monetary/non-monetary benefits, promotions, and interpersonal relationships on performance. The scope, need, limitations and methodology of the study are also outlined. Various theories of motivation are reviewed, including Maslow's hierarchy of needs and Herzberg's two-factor theory.

hrm.pptxadityaRaj590147

��

The document discusses various aspects of talent acquisition and human resource management. It covers topics like talent acquisition, human resource planning, job descriptions, employee branding and recruitment. The key points are: 1. Talent acquisition involves finding and hiring qualified candidates through strategies like sourcing, screening, interviewing and selection. 2. Human resource planning forecasts future human resource needs based on factors like business goals, workforce trends, succession planning and budgets. 3. Developing accurate job descriptions and specifications is important to attract qualified candidates and ensure a successful hire.

Chapter 1 The Development of Human Resources.pptxapplechua15

��

HRD MATRIX Notes in HRD for BBA and MBA.RoshniSingh312153

��

Prof. T.V. Rao developed the HRD Matrix model to explain the interrelationships between human resource development instruments, processes, outcomes, and organizational effectiveness. The model includes HRD instruments like performance appraisal and training that lead to processes such as role clarity and development climate among employees. These processes should result in competent, satisfied, and dynamic employees, while the outcomes influence long-term organizational effectiveness along with other factors like the environment.

Human Resource Development Training (SABPP Certificate)freddy Vitshima

��

The document outlines a multi-part bootcamp for human resource professionals focused on human resource development. The bootcamp covers topics such as introducing HRD, assessing HRD needs, implementing HRD programs, and HRD and diversity. It is structured in two parts with 6 continuing professional development points each. Part 1 will take place in February, March, and May 2015 while Part 2 will take place in June, July, and August 2015. The bootcamp is aimed at human resource staff, managers, and those interested in HRD.

Human Resource Development Trainingvuyani vido

��

The document outlines a bootcamp for human resource professionals in South Africa covering topics in human resource development. The bootcamp consists of two parts, each with 6 continuing professional development points, and will take place over several dates in 2015 at hotels in Johannesburg. Topics covered include introduction to HRD, assessing needs, implementing programs, standards and metrics, diversity training, and management development. The bootcamp aims to provide a comprehensive overview of HRD concepts and practices to help HR professionals and managers.

HRM discussions with few important ExamplesDr. Vijayakumar A Nagalapur

��

Lesson 3 Career Preferences and Personality.pptxvergaranathaniel35

��

Employee motivation research purposalsarbottam silwal

��

This document presents a proposal on increasing employee motivation in hotels. It introduces motivation and its importance for employee and organizational success. The study will explore how to control motivation through specific appeals and understand its impact on employee performance and commitment. A survey of 30 hotel staff in Kathmandu will collect primary data on willingness, performance, and satisfaction. The research aims to identify how motivation can be increased among hotel employees. Limitations include a small sample size and potential bias in responses. The expected outcomes are increased willingness, performance, retention, and satisfaction.

Individual performancePratik Pandey

��

This document summarizes a study on factors affecting individual performance. The study examined how motivation, training programs, organizational culture, and personality traits influence an individual's job performance. The researchers conducted a literature review which found that motivation and training have a positive impact on performance, while organizational culture and personality also determine employee attitudes and performance. The study used an exploratory research methodology to analyze previous studies and reports on the relationships between performance factors. It identified motivation, knowledge, training, and organizational culture as key independent variables influencing individual job performance.

A Study Of Motivation How To Get Your Employees MovingSabrina Green

��

This document provides an overview and summary of a thesis on employee motivation. It begins with an introduction to the topic and definitions of motivation. Major theories of motivation are then discussed, including Maslow's hierarchy of needs, Herzberg's two-factor theory, and the four motivations. Financial and non-financial motivators are examined, along with implications for managers. The document concludes by stating the research aims to help managers understand how to motivate employees to increase productivity.

generation of ideas (PM).pptNehaAgrawal744616

��

The document discusses various aspects of generating and screening project ideas for entrepreneurship. It covers monitoring the business environment, appraising corporate strengths and weaknesses, identifying industries with profit potential, developing ideas by scouting different sectors, and preliminary screening of ideas based on factors like market size, inputs required, risks involved, and promoter fit. The key steps involved are generating ideas, evaluating industry attractiveness using models like Porter's Five Forces, screening ideas based on investment criteria, and assessing if the entrepreneur is capable of executing a viable strategy.

business communication.pptxNehaAgrawal744616

��

The SMCR model of communication describes the key elements in the communication process as the source, message, channel, and receiver. The source encodes the message and considers their attitudes, knowledge, and social system/culture. The message contains the content, elements like language, and how it is conveyed. The channel refers to the sensory method of hearing, seeing, touching, smelling, or tasting used to transmit the message. Finally, the receiver decodes the message and must be on the same level as the source for effective communication.

More Related Content

Similar to role of psychology in hr- ppt.pptx (20)

Functions of Human Resource Development.pptxyashdwivedi1790

��

Sympa | Appraisal GuideSympa

��

Cas pptPavithra C S

��

Chapter 1 Introduction of organization psychologysaramughal7010

��

Organizational Psychology (Final term).pptxMuneebZahid10

��

Jane Graham PPMA - Public Sector People Managers' Association

��

TSM BrochureTalent Strategy and Management

��

Career counselingSamuel Maniraj

��

Business Psychology Don't Worry Be HappySeta Wicaksana

��

Employee motivation sbq projectraja kamal Ch

��

hrm.pptxadityaRaj590147

��

Chapter 1 The Development of Human Resources.pptxapplechua15

��

HRD MATRIX Notes in HRD for BBA and MBA.RoshniSingh312153

��

Human Resource Development Training (SABPP Certificate)freddy Vitshima

��

Human Resource Development Trainingvuyani vido

��

HRM discussions with few important ExamplesDr. Vijayakumar A Nagalapur

��

Lesson 3 Career Preferences and Personality.pptxvergaranathaniel35

��

Employee motivation research purposalsarbottam silwal

��

Individual performancePratik Pandey

��

A Study Of Motivation How To Get Your Employees MovingSabrina Green

��

Functions of Human Resource Development.pptxyashdwivedi1790

��

Sympa | Appraisal GuideSympa

��

Cas pptPavithra C S

��

Chapter 1 Introduction of organization psychologysaramughal7010

��

Organizational Psychology (Final term).pptxMuneebZahid10

��

Jane Graham PPMA - Public Sector People Managers' Association

��

TSM BrochureTalent Strategy and Management

��

Career counselingSamuel Maniraj

��

Business Psychology Don't Worry Be HappySeta Wicaksana

��

Employee motivation sbq projectraja kamal Ch

��

hrm.pptxadityaRaj590147

��

Chapter 1 The Development of Human Resources.pptxapplechua15

��

HRD MATRIX Notes in HRD for BBA and MBA.RoshniSingh312153

��

Human Resource Development Training (SABPP Certificate)freddy Vitshima

��

Human Resource Development Trainingvuyani vido

��

HRM discussions with few important ExamplesDr. Vijayakumar A Nagalapur

��

Lesson 3 Career Preferences and Personality.pptxvergaranathaniel35

��

Employee motivation research purposalsarbottam silwal

��

Individual performancePratik Pandey

��

A Study Of Motivation How To Get Your Employees MovingSabrina Green

��

More from NehaAgrawal744616 (17)

generation of ideas (PM).pptNehaAgrawal744616

��

business communication.pptxNehaAgrawal744616

��

Organization of HR Department.pptxNehaAgrawal744616

��

The document summarizes different organizational structures for an HR department. It describes how HR functions can be divided into front office, back office, and centers of excellence. It then outlines the line, functional, line and staff, divisional, and matrix organizational structures and how the HR department would be structured under each. The line structure places HR managers under the CEO while the functional structure groups HR roles by specialty and places them under the head of personnel. A line and staff structure combines elements of both. A divisional structure places HR managers in business divisions under divisional managers. Finally, a matrix structure gives HR dual reporting lines to functional and project managers.

Institutionalism of Business ethics.pptNehaAgrawal744616

��

The document discusses the institutionalization of business ethics. It describes how institutions establish norms through laws, customs, and programs that reward ethical decision making and sanction unethical behavior. These institutions help ensure compliance with legal requirements. The document outlines different types of laws, including civil, criminal, laws regulating competition, protecting consumers and the environment, and promoting equity and safety. It provides details on the Sarbanes-Oxley Act, which established federal oversight of accounting and holds top managers accountable. While costly to comply with, Sarbanes-Oxley renewed investor confidence and increased penalties for unethical senior managers.

listening in business context.pptxNehaAgrawal744616

��

This document discusses listening skills and the importance of effective listening. It outlines the listening process and various barriers to listening such as distractions, preoccupation, wrong assumptions, cultural differences, bad habits, and lack of training. Some strategies provided for effective listening include being attentive, asking questions, avoiding unnecessary interruptions, using body language, empathizing, and taking notes. The document also discusses the importance of listening in a business context for managers, customers, and employees.

Types and barriers to listening.pptxNehaAgrawal744616

��

Listening is an important skill that involves receiving, interpreting, and reacting to messages from speakers. There are different types of listening including superficial, appreciative, focused, evaluative, attentive, content, critical, and empathetic listening. Barriers to effective listening include physical barriers, physiological barriers, psychological barriers, overload of messages, ego, perceptions, poor retention, and lack of open-mindedness. Good listening requires stopping distractions, not prejudging, being patient, empathizing with speakers, and taking notes.

hrpolicies-170212040125.pptxNehaAgrawal744616

��

Human resource policies guide employee performance to achieve organizational objectives. They state the organization's purposes and objectives in areas like personnel, finance, production, and marketing. HR policies are key to successful personnel management and labor relations. They communicate intended courses of action. Objectives of HR policies include fulfilling organizational goals, informing employees, developing duty, providing trained personnel, protecting common interests, avoiding misunderstandings, and rewarding accomplishments. Policies must be clear, stable, balanced, recognize employee desires, and be in employees' best interests.

HR_1e_ch.01_.pptNehaAgrawal744616

��

This document discusses human resource management (HRM) and its evolution over time. It defines HRM as developing and maintaining a qualified workforce to contribute to organizational effectiveness. As organizations grew, specialized personnel departments handled employee hiring, promotion, and compliance with civil rights laws. Today, HRM uses electronic systems and addresses challenges like stress management for knowledge workers. The document also outlines how HRM functions differ based on an organization's size, with larger ones having separate HR departments, and careers in the field continue growing.

chapter 12 pp.pptNehaAgrawal744616

��

Human resource management involves planning, organizing, directing, and controlling organizational human resources to satisfy organizational, individual, and societal needs. It includes activities like recruitment and selection, training and development, performance appraisal, compensation and benefits, and labor relations. Human resource planning forecasts current and future HR needs. Selection tools assess qualifications and various components of HRM must be consistent with the organization's strategy. Performance is evaluated and development opportunities provided to enhance employee contributions. Compensation includes pay and benefits to attract and retain high-performing employees. Labor legislation aims to protect employee rights and bargaining power.

HR_1e_ch.01_.pptNehaAgrawal744616

��

This document provides an overview of human resource management. It describes HRM as managing a qualified workforce to contribute to organizational effectiveness. The document traces the evolution of HRM from scientific management to personnel management to the modern focus on legal compliance and developing employees. It discusses the roles and challenges of HR managers in different sized organizations. The goals of HRM are outlined as legal compliance, promoting individual growth, and contributing to organizational success.

Employment Communication.pptxNehaAgrawal744616

��

The document discusses various aspects of employment communication and the job application process. It provides information on writing curriculum vitae and resumes, including the necessary components and dos and don'ts. It also discusses writing effective job application letters, preparing for interviews as a candidate, conducting oneself during an interview, following up after an interview with a thank you note, and how interviewers can prepare for conducting interviews.

business communication.pptxNehaAgrawal744616

��

Communication is essential for businesses to share information and ideas. While great ideas are important, they must be effectively communicated to be heard and implemented. Communication involves a sender transmitting a message through a medium to a receiver. It is a process that can involve both verbal and nonverbal exchange of thoughts and information. Formal communication in businesses follows the organizational structure, while informal "grapevine" communication spreads more freely. Downward communication shares directives from managers, while upward communication allows lower levels to provide feedback. For businesses to function properly, ideas must be communicated across all levels through various channels.

Group Discussion.pptxNehaAgrawal744616

��

The document discusses group discussions and provides tips for effective participation. It defines a group discussion as when 2 or more people discuss a topic in detail, exploring various dimensions and ideas. Good discussions require disagreeing respectfully, listening to others, and being analytical without criticism. The document outlines types of group discussions, strategies to improve skills, discussion etiquette, and tips for positive participation.

Barriers to communication (1).pptxNehaAgrawal744616

��

The document discusses various barriers to effective communication and ways to overcome them. It identifies physical, linguistic, cultural, emotional, organizational, and psychological barriers. Physical barriers include noise, lighting etc. Linguistic barriers are due to differences in language or use of jargon. Cultural barriers arise from differences in values, customs etc. between social groups. Emotional barriers stem from feelings like mistrust or fear. Organizational barriers can be due to stress or poor interpersonal relations. Psychological barriers relate to attitudes and perceptions. The document provides suggestions to overcome each type of barrier, such as using appropriate language, learning about other cultures, managing emotions, and promoting open-mindedness.

businesscommunication-150910060942-lva1-app6891.pdfNehaAgrawal744616

��

Business communication is the sharing of information within an organization to benefit the organization commercially. Effective communication requires strong listening, speaking, reading, and writing skills. There are many types of communication including verbal, non-verbal, formal, informal, and mass communication. Communication models like SMCR and Shannon-Weaver help explain the communication process which involves encoding and decoding messages that are sent through various channels. Barriers like noise, perceptions, and complex structures can interfere with clear communication. Developing skills in areas like listening, reading, speaking and writing are important for professional success.

PPT ON BISLERI.pptNehaAgrawal744616

��

Ramesh Chauhan had started Bisleri, India's most popular mineral water brand, after returning to India at age 22 with a degree from MIT. Bisleri has maintained the number one status in India for bottled water for over 30 years and has been awarded the Reader's Digest 'Most Trusted Brand' twice. Bisleri processes source water through multiple purification steps to provide safe drinking water to the population while minimizing environmental impact.

Human Resource Management.pptxNehaAgrawal744616

��

Human resource management is a strategic function that involves acquiring, developing, motivating and committing an organization's employees to help achieve its objectives. It deals with recruiting, training, compensating and developing staff. HRM ensures employee satisfaction and maximizes their contributions through principles and policies that are people-oriented, pervasive across the organization, and aim to continuously develop and optimally use personnel.

generation of ideas (PM).pptNehaAgrawal744616

��

business communication.pptxNehaAgrawal744616

��

Organization of HR Department.pptxNehaAgrawal744616

��

Institutionalism of Business ethics.pptNehaAgrawal744616

��

listening in business context.pptxNehaAgrawal744616

��

Types and barriers to listening.pptxNehaAgrawal744616

��

hrpolicies-170212040125.pptxNehaAgrawal744616

��

HR_1e_ch.01_.pptNehaAgrawal744616

��

chapter 12 pp.pptNehaAgrawal744616

��

HR_1e_ch.01_.pptNehaAgrawal744616

��

Employment Communication.pptxNehaAgrawal744616

��

business communication.pptxNehaAgrawal744616

��

Group Discussion.pptxNehaAgrawal744616

��

Barriers to communication (1).pptxNehaAgrawal744616

��

businesscommunication-150910060942-lva1-app6891.pdfNehaAgrawal744616

��

PPT ON BISLERI.pptNehaAgrawal744616

��

Human Resource Management.pptxNehaAgrawal744616

��

Recently uploaded (20)

QuickBooks Desktop to QuickBooks Online How to Make the MoveTechSoup

��

If you use QuickBooks Desktop and are stressing about moving to QuickBooks Online, in this webinar, get your questions answered and learn tips and tricks to make the process easier for you. Key Questions: * When is the best time to make the shift to QuickBooks Online? * Will my current version of QuickBooks Desktop stop working? * I have a really old version of QuickBooks. What should I do? * I run my payroll in QuickBooks Desktop now. How is that affected? *Does it bring over all my historical data? Are there things that don't come over? * What are the main differences between QuickBooks Desktop and QuickBooks Online? * And more

The Battle of Belgrade Road: A WW1 Street Renaming Saga by Amir DotanHistory of Stoke Newington

��

A PPT Presentation on The Princess and the God: A tale of ancient India by A...Beena E S

��

The Constitution, Government and Law making bodies .saanidhyapatel09

��

The Story Behind the Abney Park Restoration Project by Tom WalkerHistory of Stoke Newington

��

Computer Network Unit IV - Lecture Notes - Network LayerMurugan146644

��

Title: Lecture Notes - Unit IV - The Network Layer Description: Welcome to the comprehensive guide on Computer Network concepts, tailored for final year B.Sc. Computer Science students affiliated with Alagappa University. This document covers fundamental principles and advanced topics in Computer Network. PDF content is prepared from the text book Computer Network by Andrew S. Tenanbaum Key Topics Covered: Main Topic : The Network Layer Sub-Topic : Network Layer Design Issues (Store and forward packet switching , service provided to the transport layer, implementation of connection less service, implementation of connection oriented service, Comparision of virtual circuit and datagram subnet), Routing algorithms (Shortest path routing, Flooding , Distance Vector routing algorithm, Link state routing algorithm , hierarchical routing algorithm, broadcast routing, multicast routing algorithm) Other Link : 1.Introduction to computer network - /slideshow/lecture-notes-introduction-to-computer-network/274183454 2. Physical Layer - /slideshow/lecture-notes-unit-ii-the-physical-layer/274747125 3. Data Link Layer Part 1 : /slideshow/lecture-notes-unit-iii-the-datalink-layer/275288798 Target Audience: Final year B.Sc. Computer Science students at Alagappa University seeking a solid foundation in Computer Network principles for academic. About the Author: Dr. S. Murugan is Associate Professor at Alagappa Government Arts College, Karaikudi. With 23 years of teaching experience in the field of Computer Science, Dr. S. Murugan has a passion for simplifying complex concepts in Computer Network Disclaimer: This document is intended for educational purposes only. The content presented here reflects the author’s understanding in the field of Computer Network

How to attach file using upload button Odoo 18Celine George

��

Principle and Practices of Animal Breeding || Boby BasnetBoby Basnet

��

Research & Research Methods: Basic Concepts and Types.pptxDr. Sarita Anand

��

Storytelling instructions...............Alexander Benito

��

PUBH1000 Module 3: Public Health SystemsJonathan Hallett

��

How to use Init Hooks in Odoo 18 - Odoo �ݺ�ߣsCeline George

��

CBSE Arabic Grammar - Class 10 ppt.pptxsuhail849886

��

Useful environment methods in Odoo 18 - Odoo �ݺ�ߣsCeline George

��

How to Manage Putaway Rule in Odoo 17 InventoryCeline George

��

Lesson Plan M1 2024 Lesson Plan M1 2024 Lesson Plan M1 2024 Lesson Plan M1...pinkdvil200

��

Eng7-Q4-Lesson 1 Part 1 Understanding Discipline-Specific Words, Voice, and T...sandynavergas1

��

Adventure Activities Final By H R Gohil SirGUJARATCOMMERCECOLLE

��

Digital Tools with AI for e-Content Development.pptxDr. Sarita Anand

��

FESTIVAL: SINULOG & THINGYAN-LESSON 4.pptxDanmarieMuli1

��

QuickBooks Desktop to QuickBooks Online How to Make the MoveTechSoup

��

The Battle of Belgrade Road: A WW1 Street Renaming Saga by Amir DotanHistory of Stoke Newington

��

A PPT Presentation on The Princess and the God: A tale of ancient India by A...Beena E S

��

The Constitution, Government and Law making bodies .saanidhyapatel09

��

The Story Behind the Abney Park Restoration Project by Tom WalkerHistory of Stoke Newington

��

Computer Network Unit IV - Lecture Notes - Network LayerMurugan146644

��

How to attach file using upload button Odoo 18Celine George

��

Principle and Practices of Animal Breeding || Boby BasnetBoby Basnet

��

Research & Research Methods: Basic Concepts and Types.pptxDr. Sarita Anand

��

Storytelling instructions...............Alexander Benito

��

PUBH1000 Module 3: Public Health SystemsJonathan Hallett

��

How to use Init Hooks in Odoo 18 - Odoo �ݺ�ߣsCeline George

��

CBSE Arabic Grammar - Class 10 ppt.pptxsuhail849886

��

Useful environment methods in Odoo 18 - Odoo �ݺ�ߣsCeline George

��

How to Manage Putaway Rule in Odoo 17 InventoryCeline George

��

Lesson Plan M1 2024 Lesson Plan M1 2024 Lesson Plan M1 2024 Lesson Plan M1...pinkdvil200

��

Eng7-Q4-Lesson 1 Part 1 Understanding Discipline-Specific Words, Voice, and T...sandynavergas1

��

Adventure Activities Final By H R Gohil SirGUJARATCOMMERCECOLLE

��

Digital Tools with AI for e-Content Development.pptxDr. Sarita Anand

��

FESTIVAL: SINULOG & THINGYAN-LESSON 4.pptxDanmarieMuli1

��

role of psychology in hr- ppt.pptx

1. ROLE OF PSYCHOLOGY IN HR

2. INTRODUCTION ● ORGANISATION: - is an institution, created by society to undertake a set of tasks. -its success depends upon the knowledge, skills and abilities of their employees. - to keep these things in balance the HR department needs the help of psychology.

3. HR PSYCHOLOGY ● Is a process of bringing people and organizations together so that the goals of each are met. ● Is the study of human behavior. The study is not only how they behave, but why they behave as they do. HR Vs PSYCHOLOGY

4. BRANCHES OF PSYCHOLOGY ● Developmental ● Adolescent ● Abnormal ● Clinical ● social ● Educational ● Differential ● Experimental ● Organizational ● industrial

5. AREAS WHERE PSYCHOLOGY HELPS HR ● Selection ● Training ● Career development ● Performance management ● To diagnose roots of the problem and solve it ● Interview ● Job analysis ● Motivating employees ● Minimizing organizational stress

6. SELECTION ROLE OF PSYCHOLOGY IN SELECTION: ● They study and suggests qualifications that a particular type of person must possess. ● It analyses various elements involved in a particular type of work. ● It also comes up with an ideal person profile that the organization is looking for.

7. TRAINING ROLE OF PSYCHOLOGY IN TRAINING: ● They design and deliver training courses. ● Scientific human learning theories. ● Training principles.

8. CAREER DEVELOPMENT ROLE OF PSYCHOLOGY IN CAREER DEVELOPMENT: ● Determines best career for a person by analyzing his characters. ● It suggests best ways to attain them in future. ● It also suggests ways to shine in the present career by observing the qualities of the job.

9. PERFORMANCE MANAGEMENT ROLE OF PSYCHOLOGY IN PERFORMANCE APPRAISAL: ● They suggest many methods for performance appraisal. ● Determines the errors that may happen. ● suggesting ways to overcome these errors: 1. providing evaluators with proper training. 2. arranging the evaluative format to minimize errors. ● Suggests best rating proceducers.

10. DIAGNOSE ROOT CAUSE OF PROBLEMS ROLE OF PSYCHOLOGY IN DIAGNOSIS: ● Understanding the needs of the employees. ● Understanding the problem from their point of view. ● Helps in creating a feeling of ownership among employees. ● Helps in creating a high morale among employees.

11. INTERVIEW PSYCHOLOGY IN INTERVIEW: ● Designing standard interview methods. ● Helps the HR’s to determine the characters from their behavior during interview. ● To frame suitable questions for various stages of interview.

12. JOB ANALYSIS ROLE OF PSYCHOLOGY IN INTERVIEW: The psychology has given seven methods: 1. Questionnaire. 2.Activity method. 3.Individual psychographic. 4.Time and motion study. 5.Skill analysis. 6.Job psychograph.

13. MOTIVATION ROLE OF PSYCHOLOGY IN MOTIVATION: ● Helps HR to motivate individually by analyzing everyone's characters. ● Helps in designing motivation programmes. ● Helps in training the executives to give proper motivation to their employees.

14. MINIMISING ORGANIZATIONAL STRESS ROLE OF PSYCHOLOGY IN REDUCING THE STRESS: The techniques developed by psychologist are: 1. Cultivate problem solving. 2. Avoid stressful situation. 3. Confront it. 4. Increase physical activity. 5. Find relaxing alternatives.

15. CONCLUSION ● These days, various industries give rise. So, now industrial growth depends completely on psychological aspects. ● The experiments and investigations conducted in the field of psychology has given out; 1. Conditions of work. 2. Selection of workers. 3. Human elements in industry. 4. Promotions and transfers. 5. Conflicts in industry.

16. BIBILIOGRAPHY 1. Personnel and Organizational Psychology - Laurence Siegel & Irving M.Lane 2. Psychology, Human Relations and Work Adjustment - Rene V.Dawis & Rosemary T.Fruehling 3. ABC of Industrial Psychology - prof. S.P. Chaube. 4. Introduction to Psychology - Clifford T.Morgan & Richard A.King

�ݺ�ߣ

role of psychology in hr- ppt.pptx

Recommended

More Related Content

Similar to role of psychology in hr- ppt.pptx (20)

More from NehaAgrawal744616 (17)

Recently uploaded (20)

role of psychology in hr- ppt.pptx