Are HR all corporate-minded and ready to listen? We have explored the data from a sample of 30,000 people who took our psychometric tests on behavioural preferences and motivational drivers at work.
The challenge: to improve today’s understanding of individuals at work and identify what characterises each function from the behavioural standpoint.
What differentiates HR people from other functions?
If there is one criterion on which all HR professionals come out very much on top, it is intellectual dynamism. “This reflects the spirit of openness, taste for novelty, curiosity and desire to learn. It is the function that achieves the highest score on this dimension, with 10 points more than the average, which is considerable”, analyses Alexandra Didry, PerformanSe R&D Manager. Aside from this, the results show balanced and, in the end, relatively non-differentiating behaviour. For example, they are generally “somewhat readier to listen” than the average, but significant variations can be seen depending on the sector. “The HR teams in Construction are very ready to listen, but less so than in the crafts sector for example”, says the expert, with some surprise. Still, the anxiety rate proves much lower for the public administration HR than for those in the hotel/tourism sector where it reaches heights, for example.
Clichés that are hard to shake
The results of the study also help to beat down some pre-conceived ideas. For example, we tend to caricature HR as highly “corporate” professionals. However, it can be seen that the sense of belonging is not one of their significant personality traits. Generally speaking, they are no more attached to their company or their team than the average. The image of HR at their boss’ feet is thus wrong, according to the statistics. Another common assumption: HR is thought to be necessarily rigorous and centred on processes. Again, the results show that this is no truer than in the average of the other functions. These “moderate” behaviours may be explained by the fact that the HR function covers highly varied populations, from the payroll manager to the HRD, with business realities and very differentiating market rationalesʺ analyses Alexandra Didry.
Download the PerformanSe guide and find out what data analysis has to say about behavioural differences by business sector!
“The HR population is extraordinarily curious and open-minded… but very heterogeneous.”
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