The field of human resources (HR) is one of the most important for any private sector company. Every organization should have an area like this, aimed at the proper management of human assets, and more specifically, the workforce.
Selection, recruitment, training, qualification and talent retention are just some of the most important tasks in this field, which are often led by professionals in psychology as they fully understand mental processes such as motivation, personal and interpersonal skills, needs … factors among others which are closely linked to the efficiency of human capital.
However, more and more companies are opting for include a criminologist in this field, As their knowledge of the criminal phenomenon is extremely useful. But what exactly are the skills of a criminologist in the field of human resources?
Clarify what a criminologist does
An HR criminologist? That they’re not supposed to work for prosecutors and prisons?
First of all, it should be noted that the criminologist’s job is to analyze, study, quantify and intervene. on anti-social behavior (That is to say those who violate the common good and who generally transgress social norms) by using for that the scientific method, understanding to the man as a biopsychosocial being and that, for this reason, the criminal conduct is develops in a conjunction of these three aspects (social, biological and psychological).
Tasks of the criminologist
Thus, some of the tasks of the criminologist are:
- Find out why a person or group is breaking the law, why the thought of being punished does not deter them, and what factors led them to commit this crime.
- Mitigate the criminal opportunities of a person or a population.
- Assess possible risk behaviors and provide prophylaxis to prevent them from becoming a subsequent crime.
- Quantify the antisocial tendencies of a particular subject or group.
Crime being a universal and complex phenomenon, Not only the public sector requires their collaboration, but also the private sector, that is to say the companies.
If you are interested in learning more about the work of the criminologist, you may be interested in this article: “Criminology: The Science That Studies Crimes and Misdemeanors”.
Main areas of intervention of the criminologist
Once the criminologist’s task has been defined, it is now the turn to define what are their areas of development within the human resources department to better understand how you can do your job:
- Employment related: Includes all activities related to the workforce, talent attraction and training.
- Based on the strengthening of working relationships: It mainly aims to solve work problems and minimize friction between employees, leading to a pleasant working environment.
- About personnel administration: It is essentially a question of managing the human assets of the company in an efficient and competent manner.
Competencies of the HR criminologist
Within human resources departments, criminologists can intervene in the following processes:
Selection of personnel
There will be profiles in the model that will be required go through much more delicate selection filters. For example, if we ask someone to control access to sensitive information, in these filters the criminologist can intervene. Moreover, in this process, you will be able to determine the possible antisocial tendencies of the future candidate.
Suppose a company engages in provide security services thanks to the provision of security elements. Who better than a corporate criminologist (who has made the police organization a subject in his career) to train these personnel?
Monitoring and processing of redundancies
The dismissal of a staff member can be an extremely complicated and inclusive situation. could jeopardize the integrity of the company if it is not handled properly.
The criminologist fully understands the definition of low criticism: this situation of abandonment of a member of the company dismissal could cause problems, for example, in the case of people dissatisfied with the organization or fired by aggressive behavior and this depending on the level of access available to the employee, will have more sensitive information and privileged resources.
Application of psychometric tests
The criminologist has standardized tools that allow you to assess antisocial tendencies, tolerance for frustration, criminogenic threshold, criminal danger, propensity for dishonesty, abuse, etc. and that they are very useful in the process of hiring and retaining staff.
The criminologist can act as an intermediary in conflict resolution for their knowledge of conciliation and arbitration.
Prevention of occupational risks
His knowledge of risk assessment and management makes him a valuable element in the mitigation of objects and events. that could harm employees.
Identification of criminogenic factors within the organization
The timely detection of criminogenic factors to which every employee or sector is subject is an effective means of preventing future crimes against the company.
You can work for determine absenteeism, delimit responsibilities for crimes committed by employees, to assess the social aspect of the candidate for a position, etc.
The criminologist and HR psychologist
Why is this important that the criminologist and the psychologist work together in the field of human resources?
As the well-known saying goes, “there is strength together” and it is that, as we have seen, the criminologist can become a valuable element in this area of business. This common relationship should be seen as a valuable effort that can increase the performance of the company because it will allow a productive and efficient management of the human resources of the organization.
Psychologists who work and run this department they must ensure a relationship of interdependence with the criminologist because this will allow better management of personnel within the company.
since both are behavioral science experts, Ensuring reciprocity between the knowledge that each of them possesses will allow a greater, better and more in-depth knowledge of the skills, abilities, motivations, flaws and needs of workers and future candidates.
Good management of human capital it is the first step towards a competitive company, because it will not only be recognized by the international organizations which regulate and audit them, but also by the employees themselves; in turn, this increases its value in the market.