Occupational Psychology and its functions

Defining occupational psychology , it is an area of ​​psychology that focuses on the analysis, evaluation, selection, interviews and orientation of personnel within public and / or private organizations, of the productive sector, either in a internal or external offering advisory and consulting services.

Some of its functions are, analysis of the requirements of the job, determination of critical factors in the development of work, application of evaluation techniques, job descriptions, development of interview techniques, application of psychological tests to assess skills and abilities , staff training and development of dynamics to make decisions on the staff, motivation courses, testing to have the staff in the right position and their potential, have good treatment with the client, search techniques for recruitment to the different positions , among many of its functions, in the last decades more psychologists have been employed in the Human Resources departments.

Because a Psychologist tends to analyze the staff more in all its concepts and aspects.

(Wikipedia) Psychology explores concepts such as perception, attention, motivation, emotion, brain functioning, intelligence, personality, personal relationships, consciousness and the unconscious.

Within this area of ​​psychology, there are other subareas in which an occupational psychologist develops, to mention a few:

1.- Staff development and training

It is intended to achieve things such as updating the human potential that the person can do beyond their natural development.

2.- Market research, advertising

It is the process by which you acquire analysis and information regarding clients, competitors, you can help create a strategic plan for the company.

3.- Labor Health

Prevention and techniques of occupational risks, is the advice and control of the personnel taking the supervision of the same, this takes us to have a good working environment with fair working conditions.

4.- Structures and work processes (development of R.H.)

It refers to the realization of a support or structure that is shaped by rules, functions, activities and responsibilities that they have among the members of the organization, as well as the administration of R.H.

5.- Staff advisor

Take control of human resources personnel, as well as the entire process of recruitment and selection, advising clients and labor relations.

Each of these sub-areas has its point of qualitative as well as quantitative improvement of human resources through norms and programs in the organization.

This is a good synthesis of possible research applications and practices of the exploitation of human abilities and skills in the labor operation and I believe that psychology takes a primordial place in it, because not only can processes be implemented according to the capabilities of the work teams, but also potentiate those already developed with emotional training programs and proper management of the team's members.