Recruitment tests vs. Values which sociology can add
Human resource management experts and recruiters are surrounded by a dozen of tests, where each claiming to have a deep understanding of individuals and their characteristics. However, their validity — in the language and culture that will be used — is unclear.
Review the role and position of recruitment tests in human resource management
Experts who use psychological assessment tests ask themselves how much attention can be paid to the recommendations of those and take hiring decisions based on the results? And if we monitor the selection results for a while, will our decision be confirmed?
What opportunities have been missed due to misjudgments?
However, some junior users believe the power and validity of tests even more than the researchers who !invented these tools
The thirst of organizations and their human resource management to hire talents, has heated the market for such tools.
However, this article does not seek the ways to hide the values which psychologists can provide to human resource management.
Watson’s approach in opposition to Jung and Freud
Sociological analysis in human resource management can make it more effective
An extreme approach to the valuable findings of Freud and Jung, and paying attention to aspects of measuring and analyzing the mind and linking mindsets and thoughts to attitudes and behaviors can be misleading.
Searching for the behavior roots from an individual and psychological point of view, although is important, but can only be part of the unclear half of a person’s behavior and performance in the organization.
The environmental factor is considered by many psychologists like John Watson also. A factor that social scientists and sociologists are well aware of.
We have seen a lot that a single person behaves differently in different environmental conditions (differences in environmental dimensions including the views of colleagues, organizational context, expectations of others, etc.). Now even knowing individual characteristics will not be enough to ensure performance.
Invitation of sociologists and social science experts
The subject of human resource management activity and the level of analysis is “organization”. Its effectiveness is also known due to all these factors. The introduction of issues such as diversity in the workplace and the complexity of behaviors due to different lifestyles and the role of technology and such changes, has necessitated a review on composition of the human resource management team.
This is where the ingenuity of sociologists and social scientists can be very helpful. Something we rarely see in human resource teams. However, there are still fewer advertisements for vacancies in human resources fields with sociology background.
sociology
Related posts:
Iran Human Resources Weblog (Persian Language)
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- The importance of autonomy in job design
- Desire to change: The first step for effective training
- Iran Investment Consulting
- RRC HR Training Workshops and Courses
- Talent acquisition
- Hay Group Job profile and Job Description — Training Workshop
- Employment Interview when the answer is “No”
ویژگیهای خاص کارگاههای آموزشی رایان راهبرد چیست؟
کارگاههای رایان راهبرد بر اساس مدلها و روشهای روز دنیا و با رویکرد ایجاد مهارت تخصصی تدارک دیده شدهاند و یادگیری انجام موضوع آموزش پس از مشارکت فعال تضمین شده است. این مهارتها برای مدیران و متخصصان منابع انسانی یک مزیت رقابتی ایجاد میکنند تا در موقعیتهای شغلی مناسبی در این حرفه قرار گیرند.
رویکرد رایان راهبرد در ارائۀ خدمات مشاوره منابع انسانی چگونه است؟
رایان راهبرد تأکید زیادی به درونیسازی متدهای به کار گرفتهشده در سازمانها دارد. به طوری که تمامی پروژههای مشاوره پس از آموزش به ذینفعان و متولیان منابع انسانی سازمان آغاز میشوند. بدین ترتیب اجرا با آگاهی از دورنما و تسلط بر تکنیک همراه خواهد بود. سازمان نیز در آینده وابسته به مشاور نبوده و میتواند خود، بهروزرسانیها را متناسب با تغییرات پیش برد.
مطالب و یادداشتهای وب سایت رایان راهبرد چابک چه ویژگیهایی دارد؟
کادر تحریریه رایان راهبرد چابک متشکل از متخصصان منابع انسانی با تسلط بر روزنامهنگاری است و متفاوت با فعالان دیجیتال مارکتینگ فعال در فضای مجازی و شبکههای اجتماعی، به کیفیت محتوا وفادارند. مطالب و یادداشتهایی که در وب سایت منتشر میشوند، عمدتاً محتوای تولیدی و یا ترجمهای از روندها و سیگنالهای موجود در فضای جهانی منابع انسانی است که خاص رایان راهبرد است. این محتواها برای اولین بار به زبان فارسی منتشر میشوند.