Organizational Psychology

The series of two articles discusses the methodology and ideologemes of professional selection. The tendencies of historical changes in the state of various social objects (people, social groups, organizations, institutions), subject areas of psychology and disciplinary methodology, understanding of the content of social demand by psychologists are considered. Purpose. The purpose of the study is to critically analyze the theories and practices of solving problems of professional selection. The subject of the research is professional selection as a scientific and scientific-practical problem. Methods. During the study, historical and theoretical analysis and retrospective analysis of the results of empirical studies were used. Hypothesis: the formulation of scientific and scientifically practical problems is determined by the interaction of a number of factors — the evolution of social objects, actual and latent social demand, the state of the methodology and methods of the discipline, and others. Adequate methodological reflection of the state of social objects, forms of social inquiry, the state of methodology and methods of the discipline contributes to the success of solving disciplinary scientific and scientific-practical problems, while inadequate reflection reduces it. Findings. In conclusion of the second part of the article, it is stated that the main issues for psychologists should be the issues of not momentary employment of people and not filling vacancies. Permanent tasks should be the psychological support of the subject’s professional development during a person’s professional life, the study of the effects of joint activities, the search for conditions for the generation and use of intrasubjective resources. The priority subject of study should be not an individual person as a subject but working groups and teams (in which synergistic effects are possible due to the redistribution of work functions, due to the actualization of the complementarity of personal, intellectual, and other qualities and social roles). It is necessary to study not only the “real”, measurable “here and now”, but also the potentially “possible”. The tasks of managing and developing human resources require their solution not only within the boundaries of individual companies, but also on the scale of a network of organizations, industries, regions, and countries.