Specific courses cover the following topics:
Salary design, employee training, performance management, conflict management, enterprise organizational structure design, enterprise management innovation system, organizational group psychology, crisis management, 360-degree evaluation, career design, enterprise training management, employee mentality management, leadership art, team building and management, performance appraisal, and corporate culture construction. ...
1. After completing the compulsory courses, passing the compulsory examinations and completing 35 credits, you can graduate and issue the graduate course diploma of Institute of Psychology, Chinese Academy of Sciences;
2. Those who pass all the courses will be awarded the qualification certificate of human resource manager of Institute of Psychology, Chinese Academy of Sciences.
3. Those who meet the requirements can apply for an in-service master's degree. Take the national equivalent examination (comprehensive examination of English and professional courses) and pass it within four years.
Recruitment is the most basic work in human resources module, which is of great significance to enterprises. It is an important premise and foundation to ensure the smooth development of enterprise's overall human resource management.
Psychology is a science that studies the occurrence, development and activity law of human and animal psychological phenomena. Psychology not only studies animal psychology, but also studies human psychology, with human psychological phenomena as the main research object. Therefore, psychology is a science that studies psychological phenomena and psychological laws. Since the birth of 1879 scientific psychology, psychology, as a basic discipline, has been widely used in many fields and achieved remarkable results.
Human resources is an applied discipline, and many research results of psychology can be directly applied to daily operation. Psychology is of great help to the perfection and improvement of various modules of human resources, which can help human resources practitioners really understand people, improve recruitment skills and help coordinate interpersonal relationships in the team. According to the differences of psychological and personality characteristics, put the right person in the most suitable position, design diversified incentive and assessment methods, and improve the skills of employee satisfaction management. I won't go into details here, but briefly introduce some applications of psychology in recruitment.
Recruitment is the most basic work in human resources module, which is of great significance to enterprises. It is an important premise and foundation to ensure the smooth development of enterprise's overall human resource management. How to effectively evaluate candidates and choose the most suitable person for the enterprise is a major problem faced by the human resources department. Through the application of psychology, we can further understand and identify the psychology and characteristics of candidates in the recruitment process, provide reference for accurate evaluation and judgment, consciously overcome and eliminate some subconscious psychological and psychological obstacles of recruiters, and help to improve the recruitment level and quality.
The traditional recruitment process lacks attention to people's psychology, which often leads to unsatisfactory recruitment results. After introducing psychological research results, recruitment can be streamlined and data analysis is more intuitive. If psychology can be well used in all aspects from the initial stage of recruitment to the evaluation and follow-up of new employees' probation period, the whole recruitment effect will be obviously improved. If we can make arrangements in advance when releasing the recruitment position and consider the psychological feelings of potential candidates, such as writing clear, formal and beautifully printed advertisements for the recruitment position, we can attract more potential candidates. At present, psychology uses more talent evaluation technology in the interview process. Modern talent assessment technology has been successfully applied to the army and played a good demonstration role. Later, these evaluation methods and techniques were quickly used for reference and application in social industrial and commercial enterprises, education, health and other fields. AT&T is the first industrial enterprise to apply modern talent evaluation methods to the selection and evaluation of management talents. Later, internationally renowned companies such as IBM, Ford and Ohio Standard Oil Company. All enterprises have used modern talent evaluation methods in personnel management and achieved good economic benefits. At present, almost all recruitment uses some psychological evaluation methods and skills to some extent, the most commonly used are file box processing, leaderless group discussion, management games and so on. Many companies also have special evaluation software, such as Holland's career orientation test, Cattell 16PF and other personality tests, which can give a general evaluation of candidates. In the specific application, it is necessary to analyze the relevant dimensions of key features required by personnel according to different positions to confirm the matching degree between candidates and positions. Talent evaluation is of great help to the growth of enterprises and personal development. It can not only help employers to select talents scientifically and effectively, but also use, educate and retain talents in a targeted manner to achieve the best performance of individuals and organizations. Moreover, it can help people recognize their own advantages and disadvantages, help individuals objectively analyze themselves, obtain professional information, master job-seeking methods, determine the direction of job-seeking, avoid job-seeking misunderstandings, and find a suitable position in the workplace.
In addition to the evaluation methods that can be directly quantified, we can also try to use some evaluation methods that can not be directly quantified as an aid, such as projection technology. Su Dongpo, a famous scholar in Song Dynasty, and Fo Yin, a monk, were good friends. One day, Su Dongpo visited Fo Yin and sat opposite Fo Yin. Su Dongpo joked with Fo Yin: "I think you are a pile of shit." Fo Yin smiled and said, "I think you are a golden Buddha." Su Dongpo felt that he had taken advantage and was very proud. After returning home, Su Dongpo proudly mentioned this to his sister. Su Xiaomei said, "Brother, you are wrong. Buddhists say that' the Buddha's heart looks at himself', and what you look at others is what you are. " Psychological research has found that people often unconsciously attribute their psychological characteristics (such as personality, likes and dislikes, desires, thoughts, emotions, etc.) to others. ) Give it to others in daily life and think that others have the same characteristics. For example, if you like to lie, you think others are always lying to yourself; If you feel good about yourself, you think others think you are excellent ... Psychologists call this psychological phenomenon "projection effect". This is the deep motivation in human behavior, and you don't even realize it yourself. Due to the existence of projection effect, we can often infer a person's real intention or psychological characteristics from his views on others. This technique belongs to one of the three major techniques of psychological test-projection technique. If you want to understand the intrinsic motivation of job seekers and get the real application purpose of job seekers, you can design the following two questions:
1. What's the main reason why you came to work in our company? A: high income b: promising c: company philosophy conforms to individual personality d: housing e: easy work
2. What do you think is the main reason for the applicant to work in our company? A: high income b: promising c: company philosophy conforms to individual personality d: housing e: easy work
Obviously, the first topic doesn't make much sense. Most job seekers will choose B or C, and the second topic focuses on the psychological projection of job seekers. Job seekers generally speculate on others according to their true thoughts. The answer to the second question is what job seekers think, because they don't know what others think. You will project your thoughts on others. The immeasurable indirectness of testing methods to psychological observation can effectively reduce the social cover-up psychology of interviewees, thus making the content more real. However, the requirements for operators are relatively high, and professional training in psychology is needed, so the evaluation results are more suitable as reference AIDS.
After the new employee joins the job, the recruitment work is not over, so it is necessary to evaluate and follow up the new employee during the probation period. Psychology can also play a role. For example, a female college student was recruited to do customer service work. At first, the little girl worked hard, but after a while, she found that the girl's enthusiasm for work declined. Through all kinds of understanding, we know that the main reason is the low recognition of girls' work. Therefore, human resources personnel can communicate with this girl more and use some evaluation methods to understand her advantages. Finally, I found that girls have good communication skills and are quite suitable for this job. At the same time, we can have in-depth communication with girls around the importance of customer service and development prospects, so that girls' recognition of this position can be greatly improved and their future work can be carried out vividly.
It is worth mentioning that if many interviewers ignore their psychological effects during the interview, it will directly affect the recruitment effect. There are common stereotypes. From time to time, I can hear some interviewers say that I don't think about those fat people for nothing. Such people tend to be pampered and can't bear hardships, so don't recruit people from Shanghai and Beijing. Shanghainese are sharp and haggle over every ounce, while Beijingers are low-key. This leads to people with such characteristics being eliminated first, without the opportunity to show their talents in other aspects, and there will also be potential brain drain. Another common phenomenon is the first cause effect, which is also the first impression and preconceived ideas. That is, the interviewer has a relatively fixed impression of the candidate at the beginning of the interview. This impression is difficult to change in a short time. For example, the interviewer's first impression of the candidate is frank and friendly, so when he finds the candidate's first lie, he will think it is innocent or overly nervous, which is understandable; If the interviewer's first impression of the candidate is glib and hypocritical, then when he finds the candidate's first lie, he will think it is out of habit or on purpose, which is unforgivable. In this way, there is a lack of a fair and objective overall judgment of candidates. There are halo effect, recency effect and so on, which need the interviewer to understand and overcome.