Detailed Information on Publication Record

The use of psychological methods and procedures in the field of human resource management has its supporters and opponents. Some employees like to learn some useful information about themselves that they can use for the benefit of their career growth and personal life. They can learn about their weaknesses as well as their strengths, both of which can act as a motivational tool. Opponents of psychological procedures, on the other hand, may take their results negatively, consider it a distrust of the employer or a waste of time. Whatever the worker's opinion, sometimes he has no choice but to accede to the employer's demands and let himself be investigated. Human resources from the point of view of psychology finds application in the diagnostics of the organization - mapping of the corporate climate, relationships between people and departments, evaluation of competences and potential of employees. Furthermore, also in setting up systems – creation of competence models, setting up the method of their use, development and strengthening of the organizational culture aimed at supporting the company's strategy. Psychology is used in human resource management in the field of recruitment and selection of employees - psychodiagnostic methods, behavioral interviews and interpretation of results. Employee development has its pillars in psychology, especially in the development of so-called "soft skills", i.e. self-management, interpersonal and problem-solving skills. Didactic and psychological methods, laws of the psychology of learning can also be used as part of development, and coaching plays an important role. Psychological care for employees takes place in the form of consultancy activities helping managers to choose key issues, risks of their status and solutions to challenging situations.