1、 外向優(yōu)于內(nèi)向

1. Outgoing is better than introverted

心理學(xué)家榮格對(duì)性格進(jìn)行了內(nèi)外向的劃分，內(nèi)向的人更多將注意力指向自己的內(nèi)心世界，在陌生的人際關(guān)系面前容易感到局促；外向的人則對(duì)外部世界更加關(guān)注，人際交往時(shí)更輕松、自然，有號(hào)召力。HR的工作性質(zhì)決定了善于溝通和協(xié)調(diào)是基本勝任素質(zhì)，外向的HR更容易與人建立人際關(guān)系，主動(dòng)溝通，適合在招聘、培訓(xùn)、員工關(guān)系等職能領(lǐng)域中發(fā)揮所長(zhǎng)。當(dāng)然，內(nèi)向不等同于不善于溝通，內(nèi)向的HR工作風(fēng)格比較沉穩(wěn)，負(fù)責(zé)薪資、績(jī)效等工作更為勝任。由此可見，外向性格的人在HR職業(yè)發(fā)展中的可選擇性更廣。曾經(jīng)某位跨國(guó)公司的HR總監(jiān)接受采訪時(shí)也特別提到：好的HR管理者都是性格外向的，因?yàn)橥瑔T工交流，要能活躍員工氣氛，讓員工工作開心，這類事情，內(nèi)向的人，一般干不好。

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(yōu)于理性

2. Sensibility is better than reason

人力資源管理涵蓋的內(nèi)容非常寬泛，雖然HR在很多時(shí)候都在處理事務(wù)性的工作，可能很瑣碎，但其工作主要還是對(duì)人的工作，而不是對(duì)事。感性的HR細(xì)心，感情豐富，用更具親和力和同理心的表達(dá)方式滿足員工的情感需求，使員工的價(jià)值觀和行為與公司的戰(zhàn)略愿景有所聯(lián)結(jié)，進(jìn)而達(dá)到求才、留才，以及激勵(lì)人才的效果。相比之下，理性的HR工作思路清晰，對(duì)事的興趣度大于對(duì)人的興趣度，有時(shí)會(huì)讓員工覺得不近人情，無法提高公司員工的凝集力。因此，HR應(yīng)該更加感性，在人力資源管理中加入更多情感、互動(dòng)的元素。

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、精明優(yōu)于直率

3. Sharpness is better than straightforwardness

HR是企業(yè)內(nèi)部的橋梁，必須和公司所有的人打交道，尤其是當(dāng)公司規(guī)模較大，部門龐雜時(shí)，HR往往會(huì)陷入各種矛盾和利益沖突之中，時(shí)刻需要上情下達(dá)、下情上報(bào)、溝通內(nèi)外、協(xié)調(diào)左右。在遇到繁雜、兩難的問題時(shí)，處事精明的HR更擅長(zhǎng)用拐彎抹角、不著邊際的間接方式進(jìn)行左右周旋，協(xié)調(diào)和處理好各部門間的關(guān)系。精明在這里并不是貶義，而是中性詞，體現(xiàn)HR對(duì)人處事的靈活性。

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.

直率的HR不會(huì)過分注重修煉自己的“外圓內(nèi)方”，有時(shí)顯得感情用事，很難同時(shí)兼顧到企業(yè)和員工的需要，更適合從事執(zhí)行層面的工作。某位從事HR工作12年的資深人士感慨地說過：“想進(jìn)入HR這一行，先把自己的棱角磨一磨，個(gè)性十足是技術(shù)人員或者設(shè)計(jì)人員的事情，那不屬于你，HR!”

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(wù)實(shí)優(yōu)于創(chuàng)新

4. Pragmatism is better than innovation

在的許多企業(yè)中，HR需要很多的時(shí)間和精力來處理事務(wù)性的工作，有的不能給企業(yè)帶來直接的利潤(rùn)，得到的也并不一定都是令企業(yè)和員工都滿意的結(jié)果，在這樣的循環(huán)過程中，HR始終體會(huì)不到很強(qiáng)的成就感，對(duì)待工作的態(tài)度變得更加務(wù)實(shí)，追求創(chuàng)新和變革的動(dòng)機(jī)并不強(qiáng)。務(wù)實(shí)的HR大的成就感可能更多地來自于公司在HR方面的棘手問題，提出的改進(jìn)方案得到認(rèn)可，與各部門之間溝通順暢，得到基層員工的理解和信任等等。創(chuàng)新的HR具有很強(qiáng)的追求成功的內(nèi)在動(dòng)機(jī)，大的成就感來自于使企業(yè)現(xiàn)有的人力資源增值，在參與戰(zhàn)略制定，引導(dǎo)變革的過程中提升企業(yè)效益。因此，務(wù)實(shí)的HR更受現(xiàn)階段企業(yè)和員工的歡迎。

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.