According to the Brazilian Catalog of Occupations (CBO), the organizational psychologist is a professional who carries out activities in the field of psychology applied to work, as a two-way street, which enables the alignment between the needs and expectations of professionals with the strategic objectives of the company.
“Psychology in the corporate sector began to expand its scope beyond personnel selection and work adaptation in the 1950s. With the growing complexity of companies and greater appreciation of employee well-being, the area began to encompass topics such as motivation, leadership, organizational development, professional environment, occupational health and ergonomics,” says Neide Leite Galante, Head of Human Resources, Management and People Development at ButtiniMoraes.
According to the HR head of ButtiniMoraes, the department is currently in constant evolution to keep up with the changes in the world of work and the new demands of companies. "Today, the role of an organizational psychologist is of utmost importance in a company's strategic planning actions, and must necessarily be included in its purposes, from the definition of mission, vision, and especially values, when it aims to consolidate, grow, and stand out against the competition," explains Neide.
For a company to achieve its goals, effective people management is necessary, focused on generating the values of the corporate culture, starting from human capital, working with diversity, and transforming the business into a competitive advantage. It is also necessary to set priorities to develop a work environment that ensures a culture aligned with the business strategy.
In this sense, the psychologist plays a fundamental role in companies by making their contributions known, establishing interdisciplinary connections of their activities, and influencing other professionals to understand and value their practices, acting as a strategic partner for the company's success and contributing significantly in various aspects. Your mission is to promote individual and organizational well-being in accordance with the culture and business strategy, and to achieve this, you must operate in various areas, such as:
- Organizational Culture- in order to develop and strengthen the company's culture, ensuring that it is ethical, positive, and aligned with the values. It should also promote effective internal communication, creating channels for professionals to feel heard and valued. Furthermore, it must manage strategic changes effectively, minimizing negative impacts and promoting professionals' adaptation to new realities.
- People Management- attract, select, and integrate new talent, ensuring the right people are in the right positions; develop training and development programs to enhance professionals' skills and knowledge. It is also necessary to manage the performance of professionals and provide constructive feedback to help them improve. Other responsibilities include implementing career and succession management programs, preparing talents for the future, and managing interpersonal and group conflicts to promote a more harmonious and productive work environment.
- Health and well-being- caring for employees' mental health and well-being, preventing stress, burnout, and other work-related issues. Implement health promotion and quality of life programs at work. Guide employees on ergonomics and occupational health. Assess the company in the prevention of work accidents and occupational diseases.
- Leadership– must help managers develop their leadership and people management skills, so that they can motivate their teams and achieve better results, as well as promote a positive and participatory leadership style that values collaboration and teamwork, in addition to developing coaching and mentoring programs.
- Research and Development– must carry out research to identify the needs of professionals and the company, develop and implement new tools and methodologies to improve people management, as well as keep up to date with the latest trends in organizational psychology and human resources management.
- Conflict Prevention– must also have the essential ability to mediate interpersonal and group conflicts through assertive communication techniques, active listening and negotiations, assisting in the resolution of conflicts in a peaceful and constructive manner in order to promote a more harmonious and productive work environment.
“The organizational psychologist is an essential partner for the company's success and contributes significantly in several aspects, because by acting strategically and aligned with the company's culture, he helps to promote greater satisfaction among professionals and to ensure that the organization is prepared for the challenges of the business world and the achievement of objectives”, emphasizes Neide.