According to the profile, professionals working in the field of HR in Bulgaria know how to stand by their opinion and communicate well. They are energetic, flexible and enthusiastic when taking important decisions. HR professionals are open to learn and interested in novelties. They are moderately confident and moderately ambitious. Surprising is the fact that above only 10 % of them are directed towards attending to the needs and feelings of others.

This type of behavior is prone to modifications in times of crisis. One of the major advantages of HAS is that it identifies crisis-driven behaviors, also called derailers, which could easily remain unnoticed in normal situations. Sometimes derailers can have beneficial effect – for example, under stress usually indecisive people can become more confident or those who are not feedback-oriented can change their attitude towards receiving feedback. On other occasions, however, crisis-driven behavior can unlock risky factors with unforeseeable consequences.

Below you can find the “crisis” profile of Bulgarian HR professionals:

Decisiveness

Plus: In normal circumstances 51 % of HR professionals are moderately confident and sometimes display a tendency towards cautiousness.
However, under stress they become brave and decisive and attack problems directly, without delay. Only a quarter of them are willing to procrastinate making a decision.

Minus: At the same time more than half of the HR professionals become too opinionated. They are ready to stand by their opinion even at the risk of getting involved in a conflict. Even when they appear tolerant towards their opponents, they are prone to disregard contradicting opinions. HRs do not actively seek others’ opinions and are not too keen to receive feedback, because they tend to overestimate their own capabilities. As a whole, this type of behavior does not allow people to learn the moral from the crisis and makes them prone to repeating old mistakes.

The Big Picture

Plus: More than half of the HR professionals who completed the HDS possess strategic thinking and the capability to see the big picture. Only 16, 3 % of them tend to become overly detail-oriented, which makes them very successful in goal-setting. Under stress, they are not afraid to take risks and do not worry too much about the consequences.

Minus: Security, consistence and company and team traditions are not among the professionals’ key priorities. More than half of them follow their own rules and tend to ignore the ones forced by outside factors. A total of 95 % are prone to disregard superior authority and prefer to seek solutions and react on their own. They do not tend to details too much and sometimes tend to set goals which are beyond the organizational level and cannot be achieved right away.

First No Matter What

Plus: According to the results, 66 % of the HR professionals regard themselves as energetic and open to communication. They make positive first impression and strive to remain part of the team in crises. Only 16 % prefer to isolate themselves and work alone.

Minus: The rest 84 % however, while aiming towards team play, do this only from the position of team leaders. In other words, they are not keen on being equal with the others. Under stress they become conflict-prone and have difficulty in developing and maintaining current relations. They have troubles with active listening and can sometimes be too direct and opinionated.

Although as a whole they are communicative and value team play, the HR professionals can sometimes have difficulty balancing between task-orientation and people-orientation. This type of behavior in crises can lead to decreases in interpersonal sensitivity.

Communication:

Minus: Only 37.2 % of the professionals value feedback and in their turn strive to create a feedback-oriented environment down the chain.

Plus: Under stress, however, 62 % share information, which is timely and honest. Another positive aspect of their behavior is that they remain poised and manage to control themselves.

Minus: They tend to focus too much on the negative side. Thus, although the information they share is honest, it may be distorted through the prism of negativism. The HR professionals are good communicators, but stress males them too direct, which can hinder them in relieving the fears of others.

You can click here to read the original article in Bulgarian.

In the beginning of 2008 ACE HR Services became a part of the global Hogan Assessment System family. Our strategic partnership with the American company resulted in brand new and unique for Bulgaria tools for the various purposes of Talent Management.

More than 25 years ago, Dr. Hogan and his wife rediscover the needs of the business world and create a system for personality profiling entirely for the needs of organizational psychology. The System consists of three inventories covering different aspects of the human personality. It is founded upon leading personality theories and empirical material collected for more than 20 years and based on the results of over 1 000 000 people tested worldwide. A distinctive feature of Hogan Assessment System is that it translates into an easy-to-understand language our needs, strengths, reactions under stress and motivation mechanisms, thus making our behavior predictable.