Professiograms and psychograms as a tool for staff selection

Abstract

Introduction. The relevance of the research topic is due to the increasing role of personnel in the organization, which, in turn, entails an increase in the requirements for the selection of personnel, the need to improve the personnel selection mechanism. Each organization, when selecting personnel, seeks to determine whether a person applying for a vacant position (future subject of labor) really meets the objective requirements put forward by professional activity. A successful selection of personnel will help to avoid further layoffs, which will inevitably follow in the event of an unsuccessful selection. On the contrary, successful selection of personnel helps to reduce the financial and organizational costs of the enterprise (firm). These issues can be solved by the development and use of professiograms and psychograms, which contribute to an objective assessment of the professional level of a potential employee, to identify his personal characteristics, thereby predicting the future success or failure of the candidate in the performance of job duties.Purpose of this study is to reveal and substantiate the specifics and important role of the professiogram and psychogram, which act as effective staff selection tools. The objectives of the study are defined as follows: disclosure of the essence and specifics of professiograms and psychograms; identification of the main types of professiograms and psychograms; determination of the structure of professiograms and psychograms; determination of their role in solving the problems of personnel selection.Materials and Methods. The methodological basis of the article was made up of studies conducted in the field of professiography - a technology aimed at studying the requirements that a profession makes for a complex of personal qualities, psychological abilities, psychological and physical capabilities of a candidate for a certain position.Results. The article presents different points of view on the concepts of "professiogram" and "psychogram", which do not have an unambiguous approach. The author's interpretation of the concepts under consideration is proposed.Conclusion. The results of the study (they are theoretical substantiation of the specifics of the professiogram and psychogram as a tool and means of personnel selection; the author's definition of the concepts "professiogram" and "psychogram"; their analysis and classification; identification of the optimal structure of the professiogram and psychogram in the context of their use for personnel selection) can be used in the process of further study of the problems under consideration, in the development by specialists of professiograms and psychograms in the organization, as well as applied by practical psychologists and sociologists.