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        首頁 > 新聞資訊HR的四大勝任力的表現
        來源:http://www.ljinlabs.com 發布人:創始人 日期:2024-03-17

        1、 外向優于內向

        1. Outgoing is better than introverted


        Psychologist Jung divided personality into inner and outer categories. Introverted individuals tend to focus more on their inner world, making them more prone to feeling cramped in unfamiliar interpersonal relationships; Outgoing people pay more attention to the external world and are more relaxed, natural, and charismatic in interpersonal communication. The nature of HR work determines that being good at communication and coordination is a basic competency. Outgoing HR is more likely to establish interpersonal relationships with people, actively communicate, and is suitable for playing their strengths in functional areas such as recruitment, training, and employee relations. Of course, being introverted is not equivalent to not being good at communication. An introverted HR has a more stable work style and is more competent in handling salary, performance, and other tasks. It can be seen that extroverted individuals have a wider range of choices in HR career development. A former HR director of a multinational company also mentioned in an interview that good HR managers are outgoing because they need to be able to liven up the atmosphere and make employees happy when communicating with employees. Introverted people generally cannot do such things well.

        2、 感性優于理性

        2. Sensibility is better than reason



        The content covered by human resource management is very broad. Although HR often handles transactional work, which may be tedious, their work is mainly focused on people's work, not on matters. Emotional HR is meticulous and emotional, using more approachable and empathetic expressions to meet the emotional needs of employees, linking their values and behaviors with the company's strategic vision, thereby achieving the effect of seeking, retaining, and motivating talents. In contrast, a rational HR has a clear work mindset and a greater interest in things than people, which sometimes makes employees feel unfriendly and unable to improve the cohesion of the company's employees. Therefore, HR should be more emotional and incorporate more emotional and interactive elements into human resource management.


        3. Sharpness is better than straightforwardness


        HR is the internal bridge of the enterprise and must interact with all the people in the company, especially when the company is large and the departments are complex. HR often falls into various contradictions and conflicts of interest, constantly requiring superiors and subordinates to report, communicate internally and externally, and coordinate left and right. When encountering complex and difficult problems, savvy HR is better at using indirect and indirect methods to navigate left and right, coordinate and handle relationships between departments. Shrewdness here is not a derogatory term, but a neutral term that reflects HR's flexibility in handling people and things.


        A straightforward HR does not overly focus on cultivating their own "inner circle", sometimes appearing emotional and difficult to balance the needs of both the company and employees, making them more suitable for executive work. A senior HR professional who has been working in HR for 12 years said with emotion, "If you want to enter the HR industry, first sharpen your edges. Being full of personality is the responsibility of technical or design personnel, and that doesn't belong to you, HR!"

        4、 務實優于創新

        4. Pragmatism is better than innovation


        In many Chinese enterprises, HR requires a lot of time and energy to handle transactional work. Some cannot bring direct profits to the enterprise, and the results obtained may not necessarily be satisfactory to both the enterprise and employees. In this cycle, HR always does not experience a strong sense of achievement, and their attitude towards work becomes more pragmatic. Their motivation to pursue innovation and change is not strong. The great sense of achievement of a pragmatic HR may come more from solving the company's thorny HR problems, receiving recognition for proposed improvement plans, smooth communication with various departments, and gaining understanding and trust from grassroots employees. Innovative HR has a strong intrinsic motivation to pursue excellence and success, and a great sense of achievement comes from adding value to the existing human resources of the enterprise, improving the efficiency of the enterprise through participating in strategic planning and guiding change. Therefore, pragmatic HR is more popular among current enterprises and employees.

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