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The Impact of Psychology on HRPersonnel Functions

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Generic look at the assignment parameters. Contextualise HR/Personnel Functions ... original, fantasy, creative, feelings, actions, daring, values, aestheticism ... – PowerPoint PPT presentation

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Title: The Impact of Psychology on HRPersonnel Functions

1
The Impact of Psychology on HR/Personnel
Functions

Dr Sal Watt

2
Objectives

Generic look at the assignment parameters
Contextualise HR/Personnel Functions in time and
context
Consider psychological influences
Recruitment
Job Analysis
Job Description
Competencies
Person Specification
Selection
Techniques

3
Last Week

Scientific Management
Task orientated - FJM
Managerial/business driven mechanism
Individual Motivation ? material gain e.g. pay/
bonuses etc
Mayo ? Hawthorne Experiment
Founded the Human Relations Approach
Contextualising a bit further .
Human relations approach lost momentum
Systems Theory
Contingency Theory
Japanisation
Holistic Approach
Reciprocal arrangements valued workers ? good
working conditions
Worker benefits ? Pay Pension, Health Care,
Nursery Provision, Housing
Team Work

4
Focus on the Individual as a Human Resource

Public Sector ? Civil Service history of
criticism around its staff / efficiency / cost
etc
Accountable for Public Funds
Forerunner in defining good recruitment policy /
practice ? driven by Economic political climate
Set principles / standards for general
organisational recruitment assessment
Predicated on 2 key principles
Finding the right people for the jobs
Recognising individual differences ? skills,
aptitudes personal attributes ? psychometric
testing / IQ / cognitive reasoning and so on

5
Assessment / Recruitment

Psychological Research has informed the basis of
assessment / recruitment procedures
Predicated on scientific assumptions around sound
design / assessment techniques ? validated,
replicable, generalisable
HR / Personnel Functions follow a logical
progressive model that sets out to FMJ

6
The Personnel Selection, Design and Validation
Process (Arnold et al 2005, p137)
7
Fitting the job to the man (FJM) or Fitting the
man to the job (FMJ)

Job Description what sort of person fits
Person Specification what sort of person do we
want
How can we find the right person?
How can we measure/assess the right person

8
Job Analysis

Job Analysis (Industrial/organisational
psychologist)
What does the job entail?
What are the outputs from the job?
Is the job task orientated? Is the focus on the
job?
Or is it worker orientated? What sort of person
is needed to undertake the job e.g. what
skills/behaviours decision maker, good
communicator
Robertson Smith (2001) determined that little
research over past 10 years on existing jobs
Focus currently on future jobs e.g. direction of
jobs / org
And on newly created job roles e.g. where roles
have not been traditionally or clearly determined
e.g. the criteria for academic jobs has changed
considerably in my relatively short career
The more complex a job, the more recruitment
strategies need to be applied to find the right
man for the job (FMJ)

9
Competencies

Problematic determining the full range of skills
needed to undertake a role / responsibilities
Competencies define the requisite skills to
carry out a particular role / job
Person-centred ? seeks a particular type of
person
Vacancies specify these and competency weighting
Typical competencies are Educational/Professional
Qualifications, Experience, Knowledge,
Communication Skills and so on
Lets go see ..
http//www.chester.ac.uk/jobs/hrms155a/hrms155a.pd
f
http//www.hope.ac.uk/hr

10
Flying high with McD

So how does it work? You show to us that you have
the right attitude (attitude formation) and drive
(motivation / commitment) to excel (learning
theory)- and by that we mean a commitment to work
hard, have fun at work (group work/disposition
individual differences) and above all provide an
unbeatable customer experience (communication
style) and we provide you with a flexible
opportunity that suits you (individual
differences/disposition) and your life style.

11
Selection Criteria / Techniques

Time and Context ? No of vacancies, the timescale
to fill vacancies will determine selection
criteria ? selection ratio
Short time span high number of vacancies may
Higher benefits e.g. pay, healthcare etc to
attract applicants or
May determine that cognitive testing levels are
adjusted to fulfil vacancies
1950s/1960s ? Caribean workers
Recruitment Decisions ? type of job, no of
vacancies and manpower availability

12
So what selection methods to choose are applied
?

Traditional method is to interview
1 to 1
Panel interview
Ask the same questions of each applicant rate
their reply for later reflection/comparison
Take up references
Former Employers
Character References
NB Data protection means that you can ask to
see these
Work-sample tests
Take various forms
Applicant is given specific instructions and a
time span in which to carry out specific tasks
e.g. secretary range of tasks e.g. typing,
booking rooms, answering the phone, handling
difficult customers etc

13
Selection methods contd .

Graphology hand writing analysis
A lengthy sample of handwriting analysed and
inference is made around an individuals
characteristics based on their style/features
e.g. large, loopy, slanted and so on .
Did you see the graphology item on the news last
night who would make the PM?
Biodata - Collecting biographical information
Extensive questioning around an individuals
history
Can include someones like / dislikes in the
workplace
Or their qualifications
Presentations
Determine knowledge
Communication skills

14
Selection methods contd .

Psychometric Testing structured way of
measuring candidates
3 Main types
Ability ?
Attainment Tests - measures skills and knowledge
already possessed
Aptitude Tests measures potential for
particular activities relies on natural ability
/ aptitude
Interests/personality
These both tend to come under the same umbrella
of psychometric testing which we will take a
closer look at next
Assessment Centres
Amalgam of several techniques e.g. interviews,
work samples, psychometric testing, presentation
etc
These often take a group of likely candidates in
order to see how they behave in a group e.g.
group decision making, leadership, communication
skills etc
Does anyone watch Airline

15
Individual Differences Personality Traits

Psychometric Testing ? Personality Traits
dispositional behaviour
Big 5 (Eysenck, 1970)
Extroversion warmth, sociable, assertiveness,
excitement-seeking, positive emotions, fun
loving, affectionate
Neuroticism anxiety, angry, hostility, highly
strung, depression, self-consciousness, insecure,
nervous
Conscientiousness careful, competence,
reliable, order, dutifulness, striving for
achievement, self-disciplined, hardworking,
organised
Agreeableness good natured, trust, altruism,
compliance, straightforwardness, modesty, tender,
soft-hearted
Openness to experience independent, original,
fantasy, creative, feelings, actions, daring,
values, aestheticism
( to read more for general overview see Arnold,
2005, p119 Schultz and Schultz, 2006, p118)

16
So Lets have a go .

http//www.prospects.ac.uk/cms/ShowPage/Home_page/
Applications__CVs_and_interviews/Interviews/Test_y
ourself/Personality_assessments/p!eagcF
http//www.how2become.co.uk/psychometric.htm?keywo
rdgooglepsychometricpsychometrictests

17
Activity

So in groups of 2 3 imagine you want to recruit
a new manager for one of shops which is part of
your successful national chain of fast food
outlets - Croissants are Us
What sort of person (competencies/characteristics)
will you be looking for?
How will you recruit?
What selection methods will you employ?

18
References

Arnold, J., Silvester, J., Patterson, F.,
Robertson, I., Cooper, C. Burnes, B. ( 2005)
Work Psychology Understanding Human Behaviour in
the Workplace. Harlow, Prentice Hall.
Bekerian, D.A. Levey, A.B. (2005) Applied
Psychology Putting Theory into Practice.
Oxford, Oxford University Press.
Millward, L. (2005) Understanding Occupational
and Organizational Psychology. London, Sage
Publications.
Schultz, D. Schultz, S.E. (2006), Psychology
and Work Today (9th Edition). London, Pearson.
http//www.prospects.ac.uk/cms/ShowPage/Home_page/
Applications__CVs_and_interviews/Interviews/Test_y
ourself/Personality_assessments/p!eagcF
http//www.how2become.co.uk/psychometric.htm?keywo
rdgooglepsychometricpsychometrictests