What do Organizational Psychologists Do?

What do Organizational Psychologists Do?

Smart businesses are always looking for better ways to manage their human resources — and one increasingly popular strategy is to hire an organizational psychologist. In this article, we will discuss a few of the most common roles that such employees complete.

Hiring Assistance. Organizational psychologists can play an important role in improving the accuracy and efficiency of the hiring process. For example, they oftentimes conduct interview to screening job candidates for strong interpersonal skills, leadership abilities, motivation and potential for professional growth, and compatibility with the existing team.

Individual Support and Conflict Resolution. Perhaps an employee is struggling to remain productive due to personal issues — or perhaps teamwork has come to a screeching halt due to interpersonal differences that can’t seem to be resolved. In both of these circumstances, having an on-site expert in personal and interpersonal psychology can help resolve important issues more quickly and effectively. Both personal problems and conflict between employees are inevitable parts of life, which is why preparing to manage them from the start is oftentimes the smartest approach.

General Consulting. In addition to extensive training regarding human psychology and group dynamics, most psychologists also have a solid background in statistical analysis and formal research methodologies. This combination of skills lends itself to consulting in a wide variety of settings, for example:

  • Deciding which employees to promote based upon performance, attitude, leadership skills, and potential for growth.
  • Managing a marketing and/or employee recruitment campaign.
  • Analyzing how your mission statement/core message affects perception of your organization by customers, workers, investors, etc.
  • Identifying problems that are holding the business back, and developing dynamic solutions.

Policy Planning. Drafting important documents such as the company policy statement, employee handbooks, etc. requires attention to detail, strong formal writing skills, and a well-developed understanding of existing dynamics within the company. As you can imagine, psychologists are well qualified to work on this type of project — either as an assistant or in a leadership position.

Transitional Guidance. Management inevitably changes as people climb the ladder, leave the company, join the company, etc. In some cases, managerial structure itself must evolve in order to adapt to company growth. And in extreme cases, a complete overhaul of company dynamics and policies can occur — for example during corporate mergers or after receiving a significant contract. Every organization undergoes these types of changes at some point or another, which is why having diverse, responsive HR leadership is so useful.

Are you happy with your current HR solution? Many companies find that their in-house HR solutions have trouble keeping up with their leadership needs and the dynamic set of state, local, and federal laws governing employer/employee relationships. Though adding additional full-time HR employees such as organizational psychologists can be a viable solution for larger organizations, most small and medium-sized companies simply don’t have the available payroll for such an investment.

However, all is not lost. Outsourcing your HR processes is easier and more effective than ever before — and it allows you to take advantage of a well-rounded and thoroughly up-to-date HR team. Learn more by contacting Jadestone Solutions today!

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