The 3 Essential Personality Traits for Human Resource Professionals

The role of human resources is changing, and HR practitioners around the world should be pleased.  What qualities of human resource developm...

The role of human resources is changing, and HR practitioners around the world should be pleased. What qualities of human resource development manager makes them more successful? 

It must be recognized that the traditional HR role was not the most rewarding. As part of my work, I meet with HR vice-presidents from different companies. Their common thread is that their role becomes less administrative, and they are increasingly vectors of innovation.

The 3 Essential Personality Traits for Human Resource Professionals
This is in line with a major trend: companies adopt a people-centered development strategy - they appreciate their employees and understand that they are the engine of profitability and competitiveness. They must train and retain their best talents and ensure that only the best candidates are hired. To do this, management needs to rely on the advice of its HR department. This increases the importance and value of HR professionals. "But you have to be sure to do things right," warns Hache-Barrois. "Otherwise there will be departures, and it will cost the company a lot."

According to her, for HR services to do their job well, they must be composed of people who possess the following traits.

1. Leadership, not micro-management

Do not immerse yourself. This irritates people and prevents them from feeling self-confident and feeling empowered in their work. "Leaders take care of individuals, managers supervise things," explains Hache-Barrois. HR must be flexible, must lead and guide with a cascading approach, she advises, and be sure that the staff will take things seriously. Inspire respect, do not demand it. "This will change the design that employees have from HR, we must evolve and be less intrusive," she said.

According to the Oracle Simply Talent study,  employees agree. Nearly 60% of employees want their employers to interact with them more proactively and prefer a more individualized management style. Millennium children are especially keen for more regular conversations with their supervisors about their career plans. Nearly 80% of employees aged 18-34 reported that they do not benefit from this, but would like it. Employees feel more involved when they have a direct line of communication with their manager. HR needs to be flexible, with a human-centered approach, and always ready to adapt.

2. Be comfortable with data

HR needs data to lead and be taken seriously as a leading department. Information and analysis are also essential for management to consider HR policy decisions and proposals.

Not everyone, however, has the bump of math, and jargon words such as "Big Data" and "analytic" may sound intimidating. Yet Hache-Barrois believes that we should not be afraid of statistics, but rather be enthusiastic about it because it is the best way to give HR the means to evolve beyond their administrative role And a more important strategy-creation function. "I'm not saying that everyone should convert data scientist," she tempers. "But if you do not master this area a little, then you do not know what you are analyzing - and in this case how to know if your recruitment campaign will be effective,

Many data collection and analysis technologies, such as Oracle's, are intuitive and user-friendly. Hache-Barrois recommends that HR professionals familiarize themselves with these tools.

"Otherwise, these tasks will be handled by another service, your work will be reduced to the administrative, and you will miss the rewarding missions that provide innovative solutions," she warns.

3. Expert knowledge

A good HR professional must be the reference person when a new project starts. It must be able to suggest the most competent employees participate in the project. It must be the contact that management consults to determine whether staff have the right skills to carry out a project and to hire new talent if the need arises. "You have to be there when we need you. HR must facilitate the realization of projects," concludes Hache-Barrois.

But to be effective, HR staff must not just respond to the needs of the business. "Being proactive means knowing exactly what the person who calls you needs. You tell her what she wants, instead of waiting for instructions," says Hache-Barrois. You have to collaborate and help, but you should also come up with ideas. "

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