For any psychology students considering their career prospects, moving into human resource management (HRM) as a career may not be the most obvious path at first glance. However, upon closer examination, it becomes evident that the skills, and knowledge cultivated through a psychology degree align with the requirements and nuances of HR roles within organisations.
As a senior lecturer in HRM and business, but also a fellow student myself, I have put together this small article to delves into why HR is a potential ideal career choice for psychology and business psychology students in the UK, and also to explain why obtaining Chartered Institute of Personnel and Development (CIPD) qualification may crucial for long-term success within this field and where you can get them from. This is to help any soon to be graduate make some wise decisions which could help with your transition into a career.
Psychology, at its core, is the study of human behaviour, thought processes, and interactions between people. It equips students with a strong understanding of what drives and motivates people, how to understand huma emotions, analysing learning patterns, and the interpersonal dynamics and complex networks where humans are involves. HR, as a career is a field grounded in people management. Carefully navigating complex relationships, fostering professional growth in others to drive organisational success, and creating positive working environments where employees can thrive. When comparing we can clearly see that the bridge between these two disciplines is unmistakable, with both revolve around people, albeit in different contexts.
HR professionals’ main fundamental responsibilities within an organisation are to manage the employee lifecycle process, which encompasses recruitment, onboarding, training, performance management, and retention. Psychology graduates have a solid grasp of what drives human behaviour, making them adept at assessing candidates during recruitment. Their understanding of psychological testing and behavioural analysis that has been instilled whilst at university allows for more nuanced evaluations and supporting the drive to have the right individuals placed in roles where they can succeed, develop, and contribute effectively to the organisation. Therefore, it’s clear that psychology students could bring a unique set of insights to HR roles that would be incredibly valuable.
Psychology students often study areas such as motivation theories such as Herzberg or Self-Determination Theory, learn about cognitive biases, organisational psychology, organisational behaviour, which all translate directly into designing effective policies and procedures, training programmes and employee engagement strategies. The knowledge gained from a psychology degree can enable graduates to craft initiatives that resonate with individuals, leading to higher job satisfaction and better organisational outcomes. These skills are particularly relevant and desired within current UK organisations that increasingly prioritise employee well-being and mental health where HR will often spearhead workplace initiatives that address stress management, promote mental resilience, and create supportive positive work cultures. Another area of strength for new psychology students breaking into the workplace, is that they are trained in understanding the psychological complexities of interpersonal issues and managing positive relationships.
At its core, these abilities are crucial within the world of HR, where conflicts arise between colleagues, managers, or departments and HR are expected to play a role in mediating or supporting others with theoretical or practical approached to help address issues. In conflict resolution, HR practitioners often apply ‘Social Exchange Theory’, which emphasises the reciprocal nature of relationships. Where employees feel valued and respected by their organisation, they are more likely to reciprocate with loyalty and commitment. Psychology graduates who are equipped with a deep understanding of theories on conflict resolution and negotiation are perfect candidates to move in to HR as a career, are well-positioned to support the mediation of disputes, promote understanding across employees, and hopefully maintain a more effective workplace harmony.
Yet, excelling in HR is not solely about possessing psychological insight. A comprehensive understanding of employment law, organisational behaviour, diversity and inclusion, and strategic planning are equally important and areas that a psychology student may need to develop in to have a successful HR career. This is where CIPD qualifications needs to enter the conversation. The CIPD is the professional body for HR, who offer a range of level 3,5 and 7 professional qualifications designed to equip aspiring HR professionals with the tools and expertise required to navigate this dynamic field. CIPD-certified professionals are equipped with the skills to align HR functions with business objectives, develop leadership pipelines, and contribute to long-term organisational growth.
Obtaining a CIPD qualification is not merely an option but a necessity for those serious about forging a lifelong career in HR. In a world where HR is highly competitive, having a CIPD qualification sets candidates apart in a competitive job market. Businesses now desire CIPD qualifications, so that their HR professionals are well-versed in the legal and ethical aspects of their work to ensure that HR decisions being made are both effective and compliant, reducing risk for organisations. For psychology graduates who are new to the HR field and looking for graduate jobs or entry level HR admin roles to get their first step on the HR career ladder, having a CIPD qualification can be invaluable (and a potential game changer) to have displayed on a CV or application form!
To conclude, it is evident that going into HR is an ideal career pathway for psychology students, and for them to put their theoretical skills about people and behaviours in to practice which pays well. As a business lecturer and HRM programme lead, I often speak to graduates struggling to get their first job in the world of HR. I can see that psychology and business psychology graduates have unique skills and they are appreciated by businesses. Your analytical mind, interpersonal skill awareness, and your strategic mindset developed during any psychology-based degree provides a strong foundation for excelling in HR roles. My advice to ensure that your transition into the workplace is easier, is to consider seeking out a HRM Masters Degree before entering the workplace that has a CIPD qualification built into it, such as University of Lincoln. Gain the specific HRM theoretical knowledge, plus the professional qualification to supercharge your CV and ensure that you are top of the list for any HR graduate scheme or alternatively an entry level HR admin role. This being said, you can still progress into the career without progressing on to Masters level and then once in a HR job you can then try and gain the CIPD qualifications that you will likely need to progress up the ladder. Whichever path you choose, best of luck! I can assure you a career in HR is one that you will never regret.
Written by Lee McHugh
Senior Lecturer in HRM and PhD researcher