Evaluarea Psihologica a Personalului

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Universitatea Alexandru Ioan Cuza din IaiFacultatea de Psihologie i tiine ale Educaiei

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prof. dr. Ticu CONSTANTIN

Copyright 2010 prof. dr. Ticu [email protected]; http://personal.evaluare-psihologica.ro/
mailto:[email protected]:[email protected]://personal.evaluare-psihologica.ro/http://personal.evaluare-psihologica.ro/http://personal.evaluare-psihologica.ro/http://personal.evaluare-psihologica.ro/mailto:[email protected]


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EVALUAREA PSIHOLOGIC prof. dr. Ticu CONSTANTINA PERSONALULUI - Suport de curs

2

CONTINUTUL CURSULUI

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1.1.Forme de organizare a practicii activitii psihologice

1.2.Reglementri legate de evaluarea psihologic

1.3.Obligaii i responsabiliti ale psihologului evaluator

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2.1.Domenii de evaluare psihologicn firme /instituii

2.2.Metode de evaluare utilizate in selecia personalului; metodele standardizate

2.3.Etape premergtoare evalurii psihologice: proceduri de recrutare si selecie apersonalului.

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3.1.Identificarea criteriilor de evaluare psihologicrelevante pentru un anumit post

3.2.Analiza i cuantificarea criteriilor de evaluare; construirea bateriei de evaluare

psihologic

3.3.Organizarea i realizarea examenului de evaluare psihologic

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4.1.Analiza datelor; redactarea profilurilor individuale

4.2.Prezentarea rezultatelor; Raportul de evaluare psihologic

4.3.Avize, rapoarte, aspecte deontologice i obligaii legale legate de prezentarea

datelor evalurii

4.4.Evaluarea psihologicperiodic; particulariti si constrngeri

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5.1.Construcia i validarea probelor standardizate de evaluare a personalitii

5.2.Realizarea sau corectarea etaloanelor specifice

5.3.Probe standardizate utilizate n evaluarea psihologic(oferta de probe psihologice in

Romania)

5.4.Oportuniti de colaborare .


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BIBLIOGRAFIE

Lucrri principale:

Bogathy, Z., 2004, Manual de psihologia muncii si organizaional, Editura Polirom, Iai; Constantin, T., 2004, Evaluarea psihologic a personalului, Editura Polirom, Iai, (290 p.); Constantin, I., Stoica-Constantin, Ana, Managementul Resurselor Umane; ghid practic i

instrumente pentru responsabili de resurse umane i manageri, Institutul European (245 pg.);

Rotaru, A., 1998, Managementul Resurselor Umane, Sedcom Libris, Iasi; Nica, P.C. et al., 1997, Managementul resurselor umane, Editura Economica, Bucureti

Lucrri opionale:

1.Aiken L. R., 1991, Personality Assessment Methods and Practice, Hogrefe & Huber Publishers,SUA

2.Anghelescu, V., 1971, Elemente de ergonomie aplicat,Bucureti, Editura politic3.Balicco, C., 1998, Les mthodes dvaluation en ressources humanes, Les ditions

dOrganisations, France

4.Bogathy, Z., 2002, Introducere n psihologia muncii, Tipografia Universitii de Vest, Timioara5.Cameron K. S., Quinn R. E., 1999, Diagnosing and Changing Organisational Culture, Addison-

Wesley Longman Inc.

6.Cazacu, H., 1970, Factorii sociali ai productivitii muncii, Bucureti, Editura A.R.S.R.7.Chelcea S., Zlate M., Zamfir C., 1978, Dezvoltarea uman a ntreprinderii, Ed.tiintific i

Enciclopedic, Bucuresti.

8.Colle C. A., 1995 Organisational Behaviour, Letts Educational, UK9.Cole, G. A., 1996, Management. Theory and Practice, DP Publications, UK10.Constantin, T., 2004 Evaluarea Psihologic a personalului, Editura Polirom, Iai, (290 p.).11.Constantin, T. i Stoica-Constantin, Ana, 2000, Managementul resurselor umane. Ghid practic

i instrumente pentru responsabilii de resurse umane i manageri,Institutul European, Iai

12.Constantin, T., 2003, Psihologie Organizaional (curs), n Psihologie Pedagogie; cursurileanului IV IDD, Imprimeria Universitii Al . I Cuza., pp. 337 422.

13.Dollan S. L. i coalb, 1996, Psychologie du travail et des Organisations, Gaetan Morin diteur,Montreal

14.Graham, H. T. & Bennett, R., 1998, Human Resource Management, Pitman Publishing, UK15.Genain, L., 1987, Strategie du recruitement, ditions Performa, France16. Havrneanu, C., 2000, Cunoaterea psihologic a persoanei, Editura Polirom, Iai.17.Herseni, T., 1970, Laboratorul uzinal de psihologie, Bucureti, Editura tiinific18.Holban, I., 1970, Probleme de psihologia muncii,Bucureti, Editura tiinific19. Iosif, Gh. i Botez, C-tin (coord.), 1981, Psihologia muncii industriale, Bucureti, EdituraAcademiei


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20.Jardillier, P., 1967, La psychologie industrielle,Paris, P.U.F.21.Levy-Leboyer, C.L., 1996, Evaluation du personnel, Les ditions dOrganisations, France22.Lungu, O., (2001), Ghid introductiv pentru SPSS 10, Editura Erota, Iai (pentru detalii legate de

introducerea datelor i utilizarea SPSS)

23.Mathis, R. L., 1997, Managementul resurselor umane, Editura Economic, Bucureti24.Mrgineanu, N., 1943, Psihotehnica,Editura Institutului Psihologic din Cluj25.Mrgineanu, N., 1972, Selecia i orientarea profesional, Bucureti, E.D.P.26. Myers P. B., Myers K. D., 1985, A Guide to the Development and Use of the Myers-Briggs Type

Indicator Consulting Psychologists Press, Inc., UK

27.Naquin S. S, Holton, E. F., 2002, The Effects of Personality, Affectivity, and Work Commitmenton Motivation to Improve Work Through Learning, in Human Resource Development

Quarterly, vol. 13, no. 4, (Winter 2002 III)

28.Prun, T., 1973, Psihologia muncii industriale, Editura Universitii Al. I. Cuza, Iai29.Roca, Al., 1967, Psihologia muncii industriale, Editura Academiei, Bucureti.30.Rotariu, T.(coord.), 1999, Metode statistice aplicate n tiinele sociale, Editura Polirom, Iai;31.Rotaru, A., 1998, Managementul resurselor umane, Editura Sedcom Libris, Iai32.Sjberg L., Littorin P., 2003, Emotional intelligence, personality and sales performanceSSE/EFI

Working Paper Series in Business Administration No 2003:8 May 2003

33.Spector, P. E. (1985), Measurment of human service staff satisfaction : Development of the JobSatisfaction Survey, in American Journal of Community Psychology, 13, 693- 713 ;

34.Spector , P. E. (1997). Job Satisfaction : Aplication, assesment, causes, and consequences,Thousand Oaks, CA. Sage.

35.Stan A., Clocotici V., 2000, Statistic aplicat n psihologie, Editura Polirom, Iai.,36.Walsh W. B. i Betz, N. E., 2001, Tests and Assessement(fourth edition), Prentice-Hall, SUA


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1.1. Forme de organizare a practicii activitii psihologice

1.2. Reglementri legate de evaluarea psihologic

1.3. Obligaii i responsabiliti ale psihologului evaluator


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1.1. Forme de organizare a practicii activitii psihologice

norice stat de drept, activitatea economic i profesional este reglementat de numeroaselegi. Dac Codul Muncii (Legea 53/2003) este legea care vizeaz totalitatea profesiilor dinRomnia, Legea numrul213 din 2004, este cea care reglementeaz profesia de psiholog n Romnia.

Mai precis Legea nr. 213 din 27 mai 2004 este legea care reglementeaz modul deexercitare a profesiei de psiholog cu drept de liber practic, precum i nfiinarea, organizarea ifuncionarea Colegiului Psihologilor din Romnia. Ea a fost publicat n MONITORUL OFICIAL nr.492 din data 06/01/2004).

n completarea acestei legi au fost publicate i Normele de aplicare a Legii nr. 213/2004privind exercitarea profesiei de psiholog cu drept de liber practic, nfiinarea, organizarea i

funcionarea Colegiului Psihologilor din Romnia.Prin dreptul oferit legea nr. 213, Colegiul Psihologilor din Romnia este cel care poateemite norme spcecifice, nclusiv cele care vizeaz Normele de atestare sau Codul deontologic alprofesiei de psiholog cu drept de libera practic.

nconformitate cu prevederile legii 213 i a normelor propuse de Colegiul Psihologilor dinRomnia ((CC..PP..RR..)),, n paragrafe urmtoare rezumm principalele idei care trebuie reinute n contextultematicii prezentului curs.

n primul rnd, a exercita profesia de psiholog n Romnia presupune absolvirea unei instituii de nvmnt superior acreditat diplom de licen n psihologie atestatului de liber practicConform normelor Colegiul Psihologilor din Romnia (C.P.R.), absolvenii facultilor de

psihologice acreditate pot solicita drept de liber practic nacord cu o serie de criterii specificedefinite de fiecare dintre cel patru CCoommiissiiiiAApplliiccaattiivvee ale C.P.R.:

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CCoommiissiiaaddeePPssiihhoollooggiieeCClliinniiccaassiiPPssiihhootteerraappiiee

oo CCoommiissiiaaddeePPssiihhoollooggiiaaMMuunncciiii,,TTrraannssppoorrttuurriilloorrssiiSSeerrvviicciiiilloorr

oo CCoommiissiiaaddeePPssiihhoollooggiieeEEdduuccaattiioonnaallaa,,CCoonnssiilliieerreeSSccoollaarraassiiVVooccaattiioonnaallaa

Fiecare dintre aceste comisii propune criterii specifice fiecrui domeniu/ comisii i vegheazla respectarea criteriilor n obinerea diferitelor forme de atestare /trecerea pe diferite niveluri despecializare. Treptelede specializare reglementate de C.P.R. sunt cele de: PPrraaccttiiccaanntt o vechimemai mic de 5 ani n specialitate; SSppeecciiaalliisstt cu mai mult de 5 ani vechime i drept de liberpractic autonom i PPrriinncciippaall dup mplinirea a 5 ani vechime n treapta de specialist.

CCoommiissiiaaddeeppssiihhoollooggiieeppeennttrruuaappaarraarree,,oorrddiinneeppuubblliiccaassiissiigguurraannttaannaattiioonnaallaa

Ca forme de exercitare a profesiei, Legea 213/ 2004 definete condiiile de nfiinare aCabinetelor individuale, Cabinetelor asociate i Societatilor civile profesionale iar C.P.R.definete normele specifice i monitorizeaz procesul de nfiinarei de funcionare a acestor forme deexercitare a profesiei. Atestarea cabinetelor se face pe baza ntocmirii unui dosar ce va cuprindedovezi privind:

a) existena unui spaiu a minim 20 metri ptrai;b) mobilier i utiliti specifice;c) echipament de calcul;d) programe de raportare i eviden a rezultatelor examinrii la nivel naional;a) dotarea metodologic (probe psihologice, aparate, programe, softuri specializate) n

conformitate cu cerinele Comisiei metodologice i cu specificul psihologic al obiectivelor icategoriilor ocupaionale supuse evalurii psihologice.
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Una dintre cele patru comisii aplicative - Comisia de Psihologia Muncii, Transporturilori Serviciilor - gireazprocedurile pentru acordarea avizului de liber practic n urmtoareledomenii de activitate:

PSIHOLOGIA MUNCII I INDUSTRIAL-ORGANIZAIONAL; PSIHOLOGIA TRANSPORTURILOR;

PSIHOLOGIA APLICAT N SERVICII.n cadrul domeniului psihologia muncii, transporturilor i serviciilor, pentru obinereaatestatului de liber practic sunt obligatorii urmtoarele discipline:

a) psihodiagnostic;b) psihologie experimental/ metodologia cercetrii psihologice i statistic psihologic;c) psihologia muncii sau psihologia industrial-organizaional;

Psihologii atestai pentru aceste domenii pot utiliza metodele psihologice pentru:(1) analiza psihologic a muncii;(2) evaluare, selecie i expertiz

(3) evaluarea n scopul avizrii psihologice pentru protecia muncii i sigurana circulaiei i a

navigaiei;

psihologic n vederea angajrii, autorizrii/meninerii nfuncie sau la solicitarea instituiilor abilitate;

(4) formare, orientare i repartiie n munc dup criterii psihologice;(5) analiza psihologic

(6) analiza i prevenirea fenomenelor de inadaptare profesional;

i prevenirea incidentelor, evenimentelor i accidentelor de munc,circulaie i navigaie;

(7) studiul i prevenirea stresului ocupaional;(8) studierea i evaluarea modalitilor de mbuntire a adaptrii operatorului uman nactivitatea de munc;(9) diagnoz i intervenie organizaional;(10) consiliere

(11) informare i consiliere n vederea reconversiei i integrrii socio-profesionale;

pentru orientarea n carier i dezvoltare personal;

(12) evaluare, consiliere pentru plasarea n munc a persoanelor cu dizabiliti;(13) consiliere n vederea integrrii socio-profesionale a categoriilor de persoane defavorizate;(14) consultan(15) realizarea de

psihologic pentru managementul resurselor umane;studii i cercetri ergonomice n vederea mbuntirii performanelor umane n

activitatea de munc, circulaie i navigaie.
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1.2. Reglementri legate de evaluarea psihologic

1.2.1. Medicina muncii i evaluarea psihologic

Hotrrea nr. 355 din 11 aprilie 2007 privind supravegherea sntii lucrtorilor(publicat n Monitorul Oficial, parte I. nr. 332 din 17 mai 2007) stabilete cerinele minime pentrusupravegherea sntii lucrtorilor fa de riscurile pentru securitate i sntate, pentru prevenireambolnvirii lucrtorilor cu boli profesionale cauzate de ageni nocivi chimici, fizici, fizico-chimici sau

biologici, caracteristici locului de munc, precum i a suprasolicitrii diferitelor organe sau sisteme aleorganismului n procesul de munc.

Aceast hotrre este cea care definete condiiile n care este solicitat eevvaalluuaarreeaappssiihhoollooggiiccppeerriiooddiicc ii llaa aannggaajjaarree i care sunt situaiile n care medicul de medicin a muncii poate solicitata

evaluarea psihologic.Pentru a nelege mai bine temeiul activitii de evaluare psihologic n domeniul psihologieimuncii i organizaionale este necesar mai nti exemplificarea modului n care aceast hotrredefinetesau face referire la aappttiittuuddiinneeaannmmuunncc, rolul mmeeddiiccuulluuiissppeecciiaalliissttddeemmeeddiicciinnaammuunncciiiiitteessttaarreeaappssiihhoollooggiiccaaaappttiittuuddiinniilloorr.

ART. 8

o (1) Serviciile medicale profilactice prin care se asigur supravegherea sntii lucrtorilorsunt: eexxaammeennuull mmeeddiiccaall llaa aannggaajjaarreeaa nn mmuunncc,, ddee aaddaappttaarree,, ppeerriiooddiicc,, llaa rreelluuaarreeaa aaccttiivviittiiii,,pprroommoovvaarreeaassnnttiiiillaallooccuullddeemmuunncc.

ART. 9

o (1) n sensul prezentei hotrri, aappttiittuuddiinneeaannmmuunnccreprezintcapacitatea lucrtorului dinpunct de vedere medical de a desfura activitatea la locul de munca n profesia/ funcia pentrucare se solicita examenul medical.

o ..o (2) Pentru stabilirea aptitudinii n munc, mmeeddiiccuull ssppeecciiaalliisstt ddee mmeeddiicciinnaa mmuunncciiii ppooaattee

ssoolliicciittaassiiaalltteeiinnvveessttiiggaaiiii i examene medicale de specialitate, suplimentare celor prevzute laart. 8.

o ART. 14 n funcie de rezultatul examenului medical la angajarea n munc,, mmeeddiiccuull ddeemmeeddiicciinnaammuunncciiiippooaatteeffaacceepprrooppuunneerrii pentru:

o adaptarea postului de munca la caracteristicile anatomice, fiziologice, psihologice si lastarea de sanatate a lucratorului, n situatia prevazuta la art. 15 lit. b);

o ndrumarea persoanei care urmeaza a fi angajata catre alte locuri de munca;o includerea n circuitul informational si operational din sistemul sanitar a acelor

persoane care necesita o supraveghere medicala deosebita.

oo TTeessttaarreeaappssiihhoollooggiiccaaaaaappttiittuuddiinniilloorrnnmmuunnccaasseeffaacceeppoottrriivviittpprreevveeddeerriilloorraanneexxeeiinnrr..11..Categorii de personal descrise n Anexa 1 din Hotrrea nr. 355 din 11 aprilie 2007sunt redate

n Figura 1.1.
http://www.mmuncii.ro/pub/imagemanager/images/file/Legislatie/HOTARARI-DE-GUVERN/hg355-2007.pdfhttp://www.mmuncii.ro/pub/imagemanager/images/file/Legislatie/HOTARARI-DE-GUVERN/hg355-2007.pdfhttp://www.mmuncii.ro/pub/imagemanager/images/file/Legislatie/HOTARARI-DE-GUVERN/hg355-2007.pdf


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Categoria de personal Tipul examenului /Periodicitate

Observatii

Lucratori expusi la campuri electromagneticeneionizante din banda 0-300 GHz

la angajare, periodic la indicatiamedicului de

medicina munciiLucratori care lucreaza la inaltimeLucratori expusi la radiatii ionizare la angajare

Lucratorii expusi la benzen Periodic din 3 n 3 ani

Lucratori expusi la zgomot

Lucratori care lucreaza in retelele de foarte inalta,inalta, medie si joasa tensiune, aflate sau nu subtensiune

la angajare

Personal sanitar superior, mediu si personaleducativ

Personalul din institutiile de invatamant la angajare , periodic/anual

Personal cu functie de decizie (functionar publicaflat temporar intr-o functie din viata politica sausociala, cu atributii de interpretare si aplicare alegilor in vigoare pe teritoriul sau de activitate)

Personal care in cadrul activitatii profesionaleconduce utilaje, vehicule de transport intrauzinalsi/sau masina institutiei

la angajare si anual

Personal care lucreaza in conditii de izolare

Personal din strainatate care va lucra in Romania la indicatia

medicului demedicina muncii

Personal care lucreaza in tura de noapte (inintervalul orar 22,00-6,00)

Figura 1. 1.Categorii de personal descrise n Anexa 1 din Hotrrea nr. 355 din 11 aprilie 2007

n viziunea Hotrrii nr. 355 din 11aprilie 2007, examenul psihologic pentru medicina muncii nceea ce privete evaluarea periodic

o categoriile profesionale pentru care este obligatorie evaluarea psihologic sunt celedescrise n Anexa 1.

are urmtoarele caracteristici:

o medicii de medicina muncii sunt cei care solicit examenul psihologic; ei pot solicita ialte evaluri suplimentare /specifice.

o semntura i decizia final de validare a aappttiittuuddiinniiiinnmmuunncco are medicul specialist demedicina muncii

n ceea ce privete examenul psihologicca parte integrant a

o examenul psihologic este la angajare, obligatoriu doar pentru anumite categorii socio-profesionale (cele descrise n Anexa 1.)

procesului de recrutare i selecie depersonal

o rmne la latitudinea medicului de medicina muncii s decid dac persoana care dorete socupe un anumit post/ o anumit funcie va efectua i un examen psihologic, chiar daclegislaia nu o impune (HG 355 /2007).


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Tipuri de evaluri psihologice

Legislaia actual impune, cel puin aa cum rezult din HG 355 /2007, ca angajarea,meninerea n funcie, reluarea sau schimbarea activitii de baz a unui salariat, promovarea

Serviciile de psihologia muncii completeaz investigaiile medicale solicitate de medicul demedicina muncii pentru ntocmirea fiei de aptitudini pentru fiecare dintre angajaii companiei. Dacinem cont de aceste precizri, exist mai multe tipuri de evaluri psihologice / situaii n careevaluarea psihologic este recomandat prin lege:

acestuia,

indiferent de pregtire i vrst, s se fac, numai dup ce, n prealabil, a efectuat un control medical io verificare a aptitudinilor psiho-profesionale.

evaluarea psihologic la angajare (obligatorie pentru categoriile profesionale definite nAnexa 1 din HG 355 /2007, ca parte a examenului medical la angajare; la atitudinea mediculuispecialist de medicina muncii sau a managerului pentru alte categorii profesionale);

evaluarea psiho-aptitudinal periodic (obligatorie pentru categoriile profesionale definiten Anexa 1 din HG 355 /2007, ca parte a examenului medical la angajare);

evaluarea psihologic la reluarea activitii (la atitudinea medicului specialist de medicinamuncii i n acord cu H.G. 355 / 2007);

evaluarea psihologic la schimbarea funciei / promovare profesional (la atitudineamedicului specialist de medicina muncii i n acord cu H.G. 355 / 2007).

Fia de aptitudine eliberat de medicul de medicina muncii, n baza rezultatelor tuturorinvestigaiilor impuse (inclusiv examenul psihologic, acolo unde este cazul) are structura de mai jos,structur definit n Anexa Nr. 5 a HG 355/2007.

Figura 1.2. Coninutul fiei de aptitudine eliberat de medicul de medicina muncii


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Avizul psihologic

Examenul/ evaluarea psihologic ca partea a demersului coordonat de medicul specialist demedicina muncii (n acord cu HG 355/2007) se finalizeaz cu acordarea aavviizzuulluuiippssiihhoollooggiicc. Mediculspecialist de medicina muncii va solicita evaluarea psihologic (alturi de celelalte examene medicale)

pentru a se asigura c persoana pentru care se completeaz FFiiaaddeeaappttiittuuddiinnii, este apt din punct devedere medical i psihologic pentru a exercita profesia pentru care solicit evaluarea medical(periodic sau la angajare / reluarea activitii). Medicul va primi avizul psihologic eliberat de

psiholog, l va reine la dosarul persoanei investigate, va nota n FFiiaa ddee aappttiittuuddiinnii concluziilepsihologului (Apt psihologic pentru , Inapt psihologic pentru ) i eventualele lui recomandri.Medicul specialist de medicina muncii este cele care ia decizia final i formuleaz recomandrilefinale cu privire la capacitate de munc a unei persoane.

Avizul psihologic eliberat n urma evalurii n cadrul procesului de recrutare i selecie depersonal, ca i cel eliberat cu prilejul examenului anual de medicina muncii, trebuie s aib formatul

impus prin Hotrrea Comitetului Director al CPR Nr. 1 din 10 martie 2006, publicat n MonitoruluiOficial al Romniei, Partea I, Nr. 112/ 14.II.2007 , Anexa 2* , pg. 15(http://www.copsi.ro/index.php?option=com_content&task=view&id=60&Itemid=59). Conformstructurii impuse, avizul cuprinde:

o datele persoanei examinateo data evaluriio temeiul juridic n baza cruia se realizeaz serviciul de evaluare psihologic (contract

prestri servicii/ contract individual de munc)o motivul examinrii (angajare/ ex. periodic, etc.)o concluziile examinrii (apt psihologic pentru; inapt psihologic pentru; alte concluzii)o

observaiio recomandri

Figura 1.3. AVIZULUI PSIHOLOGIC
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nainte de a trece la evaluarea psihologic se recomand psihologilor practicieni s realizeze oscurt anamnez i s noteze principalele observaii dup modelul de mai jos.

Figura 3.Model al coninutului minim al fiei de anamnez

La sfritul interviului de anamnez, mai ales dac se dorete evaluarea psihologic cu ajutorulprobelor standardizate se recomand solicitarea unei ddeeccllaarraaiiii ppeepprroopprriiee rrssppuunnddeerree (dup modeluldin Figura 4), declaraii n care persoana evaluat declar c este odihnit i c nu a consumat buturialcoolice (cazuri care pot duce la invalidarea evalurii psihologice).

Poate ar fi utile ca n aceast declaraie s se specifice Declar ca sunt de acord ca rezultateleevalurii psihologice s fie comunicate conducerii firmei / instituiei, n eventualitatea n care voi

ocupa postul scos la concurs (n cazul evalurii psihologice la angajare / promovare) sau c Declarca sunt de acord ca rezultatele evalurii psihologice s fie comunicate conducerii firmei /

instituiei(n cazul evalurii psihologice periodice)

Figura 1.4.Model al coninutului declaraiei persoanei evaluate


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1.3. Obligaii i responsabiliti ale psihologului evaluator

1.3.1. Principii generale ale codului psihologului

Codul deontologic al profesiei de psiholog are la baza cateva principii esentiale dezvoltate incele ce urmeaza iar aderarea practicianului la oricare dintre aceste principii presupune respectareaanumitor reguli ( www.copsi.ro codul deontologic al profesiei de psiholog cu drept de libera

practica).

PRINCIPIUL I Respectarea drepturilor si demnitii oricrei persoane asigurarea faptuluica psihologul va respecta si aprecia valoarea nnscut defiin umana fiecarei persoane inu va manifesta subiectivism in relatia cu aceasta, subapreciind sau supraapreciind persoana infunctie de cultur, naionalitate, etnie, culoare sau ras, religie, sex sau orientare sexual,statut marital, abiliti fizice sau intelectuale, vrst, statut socio-economic sau orice altcaracteristic personal, condiie sau statut.

PRINCIPIUL II Responsabilitate profesionala si sociala - psihologii manifest o maximresponsabilitate pentru starea de bine a oricrui individ, familiei, grupului ori comunitii fade care i exercit rolul de psihologi.

Aceast preocupare include att pe cei direct ct i pe cei indirect implicai n activitilelor, prioritate avnd cei direct implicai. (Art. II.8. Psihologii vor sesiza Colegiului

Psihologilor cazurile de abatere de la normele de etic i deontologie profesional, dacrezolvarea informal, amiabil a situaiei nu a fost posibil.)

PRINCIPIUL III Integritate profesionala - psihologii vor incerca s manifeste cel mai naltgrad de integritate moral i profesional n toate relaiile lor, avand totodata datoria de aprezenta onest pregtirea i calificrile obtinute pana in acel moment, indeferent de locul incare se afla , de relaiile profesionale i de asemenea s nu permit sau s tolereze practicileincorecte i discriminatorii. (Art. III.5. Psihologii vor evita orice imixtiuni care afecteazcalitatea actului profesional, fie c e vorba de interese personale, politice, de afaceri sau dealt tip.

Art. III.7. Psihologii vor evita relaiile multiple (cu clienii, subiecii, angajai, cei supervizai,studeni sau persoane aflate n formare) i alte situaii care pot prezenta un conflict de

interese sau care pot reduce capacitatea lor de a fi obiectivi i impariali spre exempludublul-rol in psihoterapie sot/sotie si terapeut pentru propriul partener de cuplu .)

Pe langa principiile enumerate mai sus codul deontologic al profesiei de psiholog numara si oserie de standarde etice generale valabile pentru oricare ramura in care psihologul practician isidesfasoara activitatea (psihologia muncii, transporturilor, psihologie clinica, psihoterapie, psihologiaeducatiei, etc) precum si o serie de standarde etice specifice fiecareia dintre aceste ramuri.
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1.3.2. Clauze de confidenialitate

npractica evalurii psihologice, psihologul practician, trebuie s respecte o serie de norme cein de clauza de confidenialitate:

o psihologul este obligat sa pstreze confidenialitatea n legtura cu faptele i informaiiledespre care a luat la cunotin n exercitarea atribuiilor profesionale, fiind interzis utilizareaacestora in interes personal sau in beneficiul unui tert. (art. 9 din Normele metodologice deaplicare a Legii nr. 213/2004, aprobate prin H.G. nr. 788/2005)

o psihologul trebuie s se aduc la cunoin candidatului concluziile evaluriipsihologice(att n situaia evalurii pentru angajare, ct i n cadrul procesului de recrutare i selecie)

o datele evalurilor individuale trebuie pstrate n siguran ; raportare la cerinele Legii nr.677/2001pentru protecia persoanelor cu privire la prelucrarea datelor cu caracter personal ilibera circulaie a acestor date, modificat i completat i ale Legii nr. 506/2004 privindprelucrarea datelor cu caracter personal i protecia vieii private,

Conform Comunicatului privind confidenialitatea actului psihologic, publicat pe paginaprincipal a site-ului CPR, la adresa:

http://www.copsi.ro/index.php?option=com_content&task=view&id=405&Itemid=45

, avizele psihologice sau alte rezultate ale evaluarii psihologice pot fi prezentate unei terte

persoane sau unei alte entitati numai de catre persoana fizica evaluata sau cu acordul

persoanei fizice evaluate.

..Datele cuprinse in avizul psihologic sau rezultatele directe ale evaluarii psihologice aucaracter confidential si reprezinta date cu caracter personal ale persoanei evaluate, care, in

conditiile legii, nu pot fi aduse la cunostinta altei persoane fizice sau juridice de catre

psihologul examinator, decat in conditiile existentei acordului din partea persoanei evaluate.

Psihologul rspunde disciplinar pentru nclcarea confidentialitii actului psihologic.

..
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22.. CCaaddrruullccoonncceeppttuuaalliimmeettooddoollooggiicc

aalleevvaalluurriiii ppssiihhoollooggiiccee

2.1. Domenii de evaluare psihologic n firme /instituii

2.2. Metode de evaluare utilizate in selecia personalului; metodele

standardizate

2.3. Etape premergtoare evalurii psihologice: proceduri de recrutare

si selecie a personalului.


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2.1. Domenii de evaluare psihologic n firme /instituii

Evaluarea realitii psihologice unei firme /instituii nu este foarte uor de realizat. Teoreticvorbind, abordarea acestei realiti se poate face cu ajutorul metodelor i tehnicilor specificeinvestigaie psihologice: observaia, interviul individual i de grup (focus-group), chestionarul deatitudini, testul psihologic, chestionarul de opiniei etc. n realitate un analist nu poate folosi dect oparte din aceste metode de investigaie psihologic. Timpul pe care acesta l are la dispoziie pentruculegerea datelor este limitat i, dac vorbim n temeni economici, eficiena lui este pus sub semnulntrebrii dac nu folosete tehnici adecvate de culegere i analiz a datelor. n plus, pentru a-iargumenta ct mai obiectiv concluziile, el are nevoie de instrumente standardizate de analiz, evitndmetodele deschise de culegere a datelor de tipul observaiei sau interviului, pentru care interpretarea

este deseori dependent de talentul i prejudecile analistului, iar concluziile lui pot fi puse uor subsemnul ntrebrii. Pornind de la considerente legate de eficiena economic i de raportarea obiectiv adatelor, n evaluarea psihologic n firme / instituii, cel mai frecvent se folosesc instrumentelestandardizate de tipul chestionarele de atitudini sau chestionarele de personalitate /testelor

psihologice. Se apeleaz i la tehnici deschise de culegere a datelor n scopuri experimentale saupentru analiza unor situaii particulare (analiza postului /funciei, culegerea datelor preliminarenecesare construirii unor instrumente standardizate; analiza unor accidente de munc, etc.), dar acesteasunt utilizate mult mai puin frecvent.

2.1.1.Domenii de analiz la nivel organizaional

Analiza aspectelor legate de personal la nivel organizaional, evaluarea dimensiunilorpsihologice relevante pentru activitatea organizaional se poate realiza pe paliere diferite, utilizndmetode specifice de evaluare.

n funcie de specificul dimensiunilor evaluate putem vorbi de o evaluare la nivelindividual(aptitudini, trsturi de personalitate, atitudini i opinii personale), o evaluare la nivelcolectiv (culturorganizaional sau climat organizaional) sau de o evaluare la nivel societal /naional (mentalitate,valori culturale naionale). Principalele caracteristici ale celor patru dimensiuni vizate deevaluarea psihologic n organizaii pot fi rezumate n dou categorii principale: ddiimmeennssiiuunniiiinnddiivviidduuaallee i ddiimmeennssiiuunniiccoolleeccttiivvee..

DDiimmeennssiiuunniilleeccoolleeccttiivvee

CLIMAT ORGANIZAIONAL(dimensiuni):o contextuale - depind de evaluri ad-hoc, descriu starea de spirit, opiniile temerile i

ateptrile membrilor unui colectiv elemente specifice fiecrui colectiv;

o fluctuante- se modific rapid n timp n jurul unor valori de baz; sensibile la modificriminore ale sarcinilor, relaiilor sau procedurilor organizaionale;

o non-parametrice- nu se distribuite n populaie conform curbei lui Gauss; pot ficomparate echipe, colective i organizaii; nu sunt relevante comparaii ntre persoane,indivizi;

o colective- relevante/ utile pentru analiza organizaional; discrimineaz ntre colective iexprim aspecte asupra crora se poate interveni; utile n diagnosticul i managementul

schimbrii.


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CULTUR ORGANIZAIONAL (dimensiuni):o profunde - traduc aspecte profunde ale personalitii unei organizaii; condiionate de

viziunea i politica pe termen lung a fiecrei organizaii;

o stabile- aspecte comune, stabile n timp i identificabile n diferite organizaii nintensiti diferite; nu se modific n timp sau se modific foarte greu;

o non-parametrice- nu se distribuite n populaie conform curbei lui Gauss; sunt relevantedoar pentru comparaii ntre colective, organizaii sau culturi naionale i nu ntre indivizi;

o colective- relevante/ utile pentru analiza organizaional; discrimineaz ntre colective darexprim aspecte asupra crora se poate interveni foarte greu;

MENTALITATE dimensiuni definitoriipentru o cultur /naiune, extrem de stabile (trans-generaionale), larg mprtite(trans-personale)

Nivel al analizei?

Societal

(naional)

Colectiv

(organizaional)

Individual

(personal)

CULTURORGNIZAIONAL

(valori i credine colective)

CLIMAT

ORGANIZAIONAL(percepii i evaluri

colective)

DDiimmeennssiiuunniilleeiinnddiivviidduuaallee::

TRASTURI DE PERSONALITATE & APTITUDINI (dimensiuni)o bazale- traduc aspecte profunde ale personalitii, condiionate parial de factori ereditari

(predispoziii) dar formate sau consolidate n dezvoltarea timpurie individual)

o stabile- nu se modific n timp sau se modific foarte lent;o parametrice - se distribuie n populaie conform curbei lui Gauss;o individuale(relevante doar pentru comparaiile interindividuale; mediile pe un colectiv se

apropie de media teoretic /a populaiei investigate; nu discrimineaz ntre colective).

o Dimensiuni dimensiuni bipolare (trasturile de personalitate) versusdimensiuniunipolare (aptitudinile)


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ATITUDINILE (dimensiuni)

o definitorii- definesc persoana i prezic reaciile individuale; cu ajutorul lor fiecarepersoan filtreaz i interpreteaz informaiile primite din mediu i reacioneaz n sensulanticipat;

o destul de stabile- unele atitudini sunt extrem de stabile nucleu dur atitudinal altelesunt fluctuante, puin importante - atitudini periferice;pot fi influenate sau schimbate ntimp

o tendine parametrice- de regul se distribuie conform curbei lui Gauss ntr-ocolectivitate larg, dar exist tendine specifice i diferene interculturale sau inter-grupuri;

;

o individuale dar condiionate cultural- sunt formate i modelate cultural; unele atitudinisunt utile n comparaiile inter-colective dac exist i o procedur de evaluare sensibil,care surprinde aceste diferene.

2.1.2.Evaluarea dominatelor individuale

n acest punct al analizei relevanei utilizrii instrumentelor psihologice se impune analizadistinciei dintre variabile aptitudinale, variabile atitudinale i variabile /trsturi de

personalitate.

6.1.2.1. APTITUDINILE

Aptitudinile reprezint un complex de procese i nsuiri psihice individuale, structurate intr-un mod personal, care permite efectuarea cu succes a anumitor activiti. Ele pot fi nelese ca fiindnsuiri psihice individuale care condiioneaz ndeplinirea n bune condiii a unei munci, a uneiaciuni; aplicaie, nclinaie, dar. (DEX)

Aptitudinile generaleformeaz un repertoriu instrumental-adaptativ bazal al fiecrui individ,asigurnd o relaionare i adaptare optim n condiiile variate ale mediului

o aptitudinile senzo-motoriio

- intervin n situaiile care necesit discriminarea, identificareai efectuarea unor aciuni directe asupra unor obiecteaptitudinile intelectuale

Aptitudinile speciale se refer la acele structuri psihologice de natura instrumental careasigur obinerea unor performane deasupra mediei n anumite sfere particulare de activitate

profesional:

- constituite din funciile psihice care, simultan, sunt implicate ntoate formele de activitate.

o aptitudini artistice( literatura, pictura, muzica, teatru, etc. )o aptitudinitiinifice( matematica, biologie, fizica, etc. )o aptitudini sportive( atletism, gimnastica, not )o aptitudini tehnice (specifice fiecrei categorii profesionale)o aptitudini manageriale(viziune, planificare, organizare, administraie, evaluare etc.)

Dincolo de definiii generale, de modelrile teoretice sau opinii ale diferitilor autori de cri despecialitate, ne intereseaz modul n care sunt definite aptitudinile i cum sunt clasificate acestea dectre experii care lucreaz n domeniul psihologiei muncii i organizaionale.


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Edwin A. Fleishman nGhidul aptitudinilor umane definete 5 clase de aptitudini care trebuieluate n calcul n evaluarea psihologic cu scop profesional:

11.. AAppttiittuuddiinniiccooggnniittiivvee22.. AAppttiittuuddiinniippssiihhoommoottoorriiii33.. AAppttiittuuddiinniiffiizziiccee44.. AAppttiittuuddiinniisseennzzoorriiaallee//ppeerrcceeppttuuaallee5. AAppttiittuuddiinniissoocciiaallee//iinntteerrppeerrssoonnaallee

APTITUDINI COGNITIVE

1. nelegerea verbal2. nelegerea limbajului scris3. Exprimarea oral4. Exprimarea n scris5. Fluena ideilor

6. Originalitatea7. Capacitatea de memorare8. Receptivitatea la probleme9. Raionamentul matematic10. Uurina aritmetic11. Raionamentul deductiv12. Raionamentul inductiv13. Ordonarea informaiilor14. Flexibilitatea categorial15. Rapiditatea structurrii informaiilor16. Flexibilitatea structurrii17. Orientarea spaial18. Capacitatea de vizualizare

19. Rapiditatea percepiei20. Atenia selectiv21. Atenia distributiv

APTITUDINI PSIHOMOTORII

22. Precizia controlului23. Coordonarea micrii membrelor24. Alegerea rspunsurilor motrice25. Sincronizarea micrilor26 .Timpul de reacie27. Stabilitatea mn-bra28. Dexteritatea manual

29. Dexteritatea degetelor30. Viteza ansamblului ncheieturii mn-degete31. Rapiditatea de micare a membrelor

APTITUDINI FIZICE

32. Fora static33. Fora exploziv34. Fora dinamic35. Fora trunchiului36. Supleea extensiei37. Supleea dinamic38. Coordonarea ansamblului micrilor39. Echilibrul corporal

40. Rezistena fizic

APTITUDINI SENZORIALE / PERCEPTUALE

41. Acuitatea vizual de aproape42. Acuitatea vizual la distan43. Vederea cromatic44. Vederea nocturn45. Vederea periferic

46. Perceperea adncimii / vedereastereoscopic47. Vederea n lumin strlucitoare48. Sensibilitatea auditiv49. Atenia auditiv50. Localizarea sunetelor51. Recunoaterea vorbirii52. Claritatea vorbirii

APTITUDINI SOCIALE / INTERPERSONALE

53. Amabilitatea54. Flexibilitatea comportamental

55. Capacitatea de coordonare56. Responsabilitatea57. Asertivitatea58. Capacitatea de negociere59. Persuasiunea60. Sociabilitatea61. Conformismul social62. Receptivitatea social63. Auto-controlul64. ncrederea social65. Dezvoltarea celorlali66. Obinerea de informaii prin conversaie67. Dorina de realizare

68. Deschiderea ctre experiene69. Independena / autonomia70. Perseverena71. Controlul tendinei de a lua decizii pripite72. Argumentarea verbal73. Capacitatea de refacere a tonusului
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6.1.2.1. TRSTURILE DE PERSONALITATE

Termenul personalitate este folosit de obicei pentru a descrie trsturi distinctive sau obinuite,caracteristici sau proprieti, ale comportamentului unui individ. Personalitatea unui individ poate fi

definit ca pattern-ul total (schema) al modurilor sale caracteristice de a gndi, simi i de a secomporta i care constituie modalitatea distinctiv a individului de a relaiona cu mediul (Colle C. A.,1995). Aa cum am mai argumentat (Constantin T., 2003), dei nu exist o definiie pe deplinacceptatpentru personalitate, se consider c personalitatea poate fi analizat n termeni de trsturide personalitate. Conform opiniei lui G. W. Allport, o trstur de personalitate apare prin repetareaanumitor comportamente n acord cu o motivaie intern, comportamente care sunt valorizate, prin elensele (motivaie intrinsec) sau prin beneficiile pe care la aduc subiectului (motivaie extrinsec).Acesta permite structurarea unor preferine, a un

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Evaluarea Psihologica a Personalului