This study proposes a novel approach to human resource (HR) process design by integrating psychodynamic theory into organizational systems. While traditional HR models emphasize operational efficiency and measurable outcomes, they often fail to capture the psychological and relational complexity underlying employee behavior and leadership effectiveness. This paper introduces the Human-Centered Psychodynamic HR Design (HCP-HRD) model, a structured framework that embeds psychological awareness, coaching dynamics, and relational intelligence into HR processes. The research explores how organizations can transition from transactional HR systems to human-centered architectures that enable deeper behavioral transformation, sustainable engagement, and improved decision-making. By combining insights from organizational psychology, leadership coaching, and HR process development, the study demonstrates how psychological factors can be operationalized within talent management, performance systems, and organizational design. The paper contributes to both theory and practice by offering a scalable model that bridges individual development and system-level design. It further examines the role of AI-driven predictive systems in enhancing HR processes and outlines practical implementation challenges. The findings suggest that integrating psychodynamic insights into HR systems creates a competitive advantage by aligning human behavior with organizational strategy.
Arzu ÖZER (Wed,) studied this question.