1、 外向优于内向

1. Outgoing is better than introverted

心理学家荣格对性格进行了内外向的划分，内向的人更多将注意力指向自己的内心世界，在陌生的人际关系面前容易感到局促；外向的人则对外部世界更加关注，人际交往时更轻松、自然，有号召力。HR的工作性质决定了善于沟通和协调是基本胜任素质，外向的HR更容易与人建立人际关系，主动沟通，适合在招聘、培训、员工关系等职能领域中发挥所长。当然，内向不等同于不善于沟通，内向的HR工作风格比较沉稳，负责薪资、绩效等工作更为胜任。由此可见，外向性格的人在HR职业发展中的可选择性更广。曾经某位跨国公司的HR总监接受采访时也特别提到：好的HR管理者都是性格外向的，因为同员工交流，要能活跃员工气氛，让员工工作开心，这类事情，内向的人，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、 感性优于理性

2. Sensibility is better than reason

人力资源管理涵盖的内容非常宽泛，虽然HR在很多时候都在处理事务性的工作，可能很琐碎，但其工作主要还是对人的工作，而不是对事。感性的HR细心，感情丰富，用更具亲和力和同理心的表达方式满足员工的情感需求，使员工的价值观和行为与公司的战略愿景有所联结，进而达到求才、留才，以及激励人才的效果。相比之下，理性的HR工作思路清晰，对事的兴趣度大于对人的兴趣度，有时会让员工觉得不近人情，无法提高公司员工的凝集力。因此，HR应该更加感性，在人力资源管理中加入更多情感、互动的元素。

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、精明优于直率

3. Sharpness is better than straightforwardness

HR是企业内部的桥梁，必须和公司所有的人打交道，尤其是当公司规模较大，部门庞杂时，HR往往会陷入各种矛盾和利益冲突之中，时刻需要上情下达、下情上报、沟通内外、协调左右。在遇到繁杂、两难的问题时，处事精明的HR更擅长用拐弯抹角、不着边际的间接方式进行左右周旋，协调和处理好各部门间的关系。精明在这里并不是贬义，而是中性词，体现HR对人处事的灵活性。

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不会过分注重修炼自己的“外圆内方”，有时显得感情用事，很难同时兼顾到企业和员工的需要，更适合从事执行层面的工作。某位从事HR工作12年的资深人士感慨地说过：“想进入HR这一行，先把自己的棱角磨一磨，个性十足是技术人员或者设计人员的事情，那不属于你，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、 务实优于创新

4. Pragmatism is better than innovation

在的许多企业中，HR需要很多的时间和精力来处理事务性的工作，有的不能给企业带来直接的利润，得到的也并不一定都是令企业和员工都满意的结果，在这样的循环过程中，HR始终体会不到很强的成就感，对待工作的态度变得更加务实，追求创新和变革的动机并不强。务实的HR大的成就感可能更多地来自于公司在HR方面的棘手问题，提出的改进方案得到认可，与各部门之间沟通顺畅，得到基层员工的理解和信任等等。创新的HR具有很强的追求成功的内在动机，大的成就感来自于使企业现有的人力资源增值，在参与战略制定，引导变革的过程中提升企业效益。因此，务实的HR更受现阶段企业和员工的欢迎。

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.