Human resource management (HRM) and psychology are perfect bed-fellows. Both disciplines have people at their core. Where psychology is about understanding human behaviour, HRM is about the application of that understanding to benefit the business, workplace and employee experience. It lies at the heart of HR.
HR professionals are responsible for a huge range of human resource needs of the employer. Which includes recruitment and selection, training and development, wellbeing and safety, remuneration administration and a variety of industrial relations issues. This list is not exhaustive.
All of these things influence and are influenced by the way humans behave. Understanding the how and the why can potentially help you make a significant difference to the business.
The effective application of insights from neuroscience and psychology can have wide reaching implications. By using behavioural insights from these sources you can better understand how people behave in any given work-related scenario. This can be used to support more informed policies, systems, processes and initiatives. All of which offers the opportunity for effective and meaningful initiatives for all concerned.
Whether your focus is managing a cultural change; improving performance; addressing a staff turnover problem or improving wellbeing you will gain a much richer and informed view of what’s going on ‘on-the-ground’.
With a level of detail you cannot gain through staff surveys and interviews alone, you can work towards minimising risk in workplace practices; develop effective incentivisation initiatives; improve culture and foster desired behaviours and much more.
The key to getting greater insight lies in using appropriate measurement for your question. With the mass of data and tools available this can often be hard to define. However, with the right support and guidance from specialists you can achieve this.
And it’s not a one-size-fits-all solution. Different questions (and indeed different organisations) will require different research tools and methodologies.
With strong evidence behind you, you’re not relying on gut instinct or experience (both of which are subject to our own biases) to base your HR decisions. You can have confidence in your decisions because (with the right partner) you will have insight that is objective, quantifiable and scientifically robust. Enabling you to deliver high impact HR and create the right conditions for effective thinking.