edição 10

Entrevista RH
Pb Brasil: In this context, how do you perceive the role of psychology
professional in HR?
Ágatha Mallmann: The goal of HR is to attract, retain and motivate
people. In this process, our raw material is human behavior with all its
complexity of individual needs, interpersonal relationships structures and
those variables that make up the motivation and development of people.
The foundation of a company is its organizational culture. As the
culture of a people, the culture of a company dictates the rules, the ‘‘modus
operandi’’. From the strategic management of senior management, the
role of leadership and values practiced in daily work, the culture of a
company is unique, exclusive, printing a mark on the professionals who
work in it and with which they identify themselves.
Psychology is the science of the individual and subjectivity. Its frames
of reference allow, in an organizational setting, a better understanding
of this universe. The relationship woven between employees who bring
in their baggage their knowledge, their experiences and their culture
and their interconnection with organizational practice, results in the
construction of everyday attitudes shared in the cultural dimension of a
company.
Pb Brasil: How do you perceive the focus of People Management
area in battery factories?
Ágatha Mallmann: In addition to the primary activities related
to the area of Personnel Management, for example, recruitment and
selection, training and development, benefits programs and career
and wages plans, in a battery factory the area of people management
interfaces with work safety, whose main interest is the constant pursuit
of occupational risk prevention, the development of an increasingly
effective way to promote and preserve the physical and mental health
and integrity of the employees.
I think the biggest challenge in battery factories is, first, to
understand the importance of a multidisciplinary approach to people
management, where the employee is viewed holistically. The second step
is to understand the importance of organizational culture in this context,
as I mentioned earlier.
The competence of workplace safety is, among others, the
recognition and reduction / elimination of risks. The occupational medicine
acts in the prevention and treatment of diseases. The HR manager acts in
behavior analysis and promotion of human development.
The big junction happens when we think effectively in adopting
a preventive behavior, not as a result of a method of punishment and
leadership by fear, but as a result of joint work with focus on creating a
culture characterized by mutual care for the individual and group safety,
where we educate by our example, and the formation of a collective
awareness of the importance of working safely.
From the creation of a companywide culture of safety, preventive
behavior ceases to be a rule, an obligation, and becomes a habit.
Revista Pb Brasil 09
revista junho2014.indd 9 09/06/2014 17:05:55