Did you know that 𝐑𝐞𝐬𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐇𝐮𝐦𝐚𝐢𝐧𝐞𝐬 were not originally designed to 𝐩𝐫𝐨𝐭𝐞́𝐠𝐞𝐫 𝐥𝐞𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞́𝐬, but rather to 𝐩𝐫𝐞́𝐬𝐞𝐫𝐯𝐞𝐫 𝐥𝐚 𝐩𝐫𝐨𝐝𝐮𝐜𝐭𝐢𝐯𝐢𝐭𝐞́ companies?
A historical reminder is in order: The emergence of Human Resources dates back to the beginning of the 20th century, at a time when industrialization came to turn the world of work upside down. Faced with the growth of large companies and the rise of unions, employers set up “𝐰𝐞𝐥𝐟𝐚𝐫𝐞 𝐨𝐟𝐟𝐢𝐜𝐞𝐬” to 𝐞́𝐯𝐢𝐭𝐞𝐫 𝐥𝐞𝐬 𝐠𝐫𝐞̀𝐯𝐞𝐬 𝐞𝐭 𝐚𝐩𝐚𝐢𝐬𝐞𝐫 𝐥𝐞𝐬 𝐜𝐨𝐧𝐟𝐥𝐢𝐭𝐬 with employees. The goal: to offer employee benefits for 𝐝𝐢𝐬𝐬𝐮𝐚𝐝𝐞𝐫 𝐥𝐞𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞́𝐬 𝐝𝐞 𝐫𝐞𝐣𝐨𝐢𝐧𝐝𝐫𝐞 𝐥𝐞𝐬 𝐬𝐲𝐧𝐝𝐢𝐜𝐚𝐭𝐬.
Initially influenced by Taylorism, the HR function focused primarily on optimizing productivity. With the emergence of industrial relations in the 1920s-1930s, conflict management, training and workplace safety gradually became part of HR’s remit.
It was only after the Second World War that the function began to adopt an approach more focused on individual motivation and well-being. But despite these developments, the HR function’s focus often remains on the needs of the organization rather than those of the individuals who work there.
𝐃𝐢𝐟𝐟𝐢𝐜𝐢𝐥𝐞 𝐝𝐞 𝐦𝐚𝐢𝐧𝐭𝐞𝐧𝐢𝐫 𝐥’𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 𝐝𝐞𝐬 𝐞𝐦𝐩𝐥𝐨𝐲𝐞́.𝐞𝐬.𝐱 𝐬’𝐢𝐥𝐬 𝐧𝐞 𝐬𝐞𝐧𝐭𝐞𝐧𝐭 𝐩𝐚𝐬 𝐞́𝐜𝐨𝐮𝐭𝐞́𝐬, 𝐯𝐚𝐥𝐨𝐫𝐢𝐬𝐞́𝐬 𝐞𝐭 𝐫𝐞𝐬𝐩𝐞𝐜𝐭𝐞́𝐬 𝐝𝐚𝐧𝐬 𝐥𝐞𝐮𝐫 𝐢𝐧𝐭𝐞́𝐠𝐫𝐢𝐭𝐞́. So, what concrete actions should be implemented to humanize the management of individuals and thus make it possible to create a work environment where the well-being of people goes hand in hand with the performance of the organization?
On October 15, we discussed these fundamental questions with Claudia Saviaux Druliolle (HR Manager at the Commune de Meyrin) and Pascal Wagner-Egger (teacher-researcher in social psychology). In this article, I’ve tried to summarize the very rich content of the evening with the most striking extracts from the speeches and images capturing the special atmosphere that reigned that evening.
I hope you enjoy reading ✨
At the start of the meeting, I began by recalling what makes Rezalliance unique, combining an NGO and a consulting firm, Rez-care.com, to form a unique organization dedicated to promoting inclusion and preventing harassment in the workplace. It’s an ecosystem of multi-disciplinary experts committed to a safer, fairer and more peaceful world of work. I then explained the genesis of the International Day against Harassment and for Inclusion in the World of Work. This decisive initiative, launched on May 24, 2022, has become an annual event that brings together key players from the academic, political, institutional and business worlds, to encourage collective and individual action.
The 2023 and 2024 editions, respectively organized in Geneva in partnership with the Fédération des Entreprises Romandes, and in Belgium in collaboration with the Brussels Chamber of Commerce, brought together key players such as theWorld Health Organization (WHO), the International Labor Organization (ILO) and the European Commission.
From caring to creating communities of practice
Claudia Saviaux Druliolle is a recognized expert in human resources, having worked in public administration, the private sector and education. She stands out for her commitment to caring work environments.
During her talk, she explained the necessary distinction between the notions of benevolence and bientraitance. While benevolence is a positive intention , bientraitance manifests itself in theconcrete experience of individuals, who need to feel valued and well-treated. It’s a pragmatic vision that calls for a rethink of managerial practices to move from rhetoric to action.
She stressed the importance of providing regular feedback to teams, enabling individuals to develop and progress. But this feedback must not only be useful. It is essential not to neglect “beauty feedback”, which can only come from a peer who has mastered the very essence of the business. These two types of feedback complement each other to enable each person to progress, acquiring lasting skills that are beneficial throughout their career.
Another key point in her speech was agentivity and congruence. She stressed the importance of team autonomy and the alignment of organizational values with internal practices. She encouraged employers to create communities of practice where employees can help each other and share their knowledge in a spirit of companionship, an essential concept for restoring meaning to collective work.
The impact of cognitive bias on human management
Pascal Wagner is a lecturer and researcher in social psychology and statistics at the University of Fribourg; his research, combining cognitive and social psychology, focuses on paranormal beliefs and conspiracy theories, as well as racism and sexism.
Co-author of “Méfiez-vous de votre cerveau : 30 biais cognitifs décrits et expliqués pour moins se tromper et mieux raisonner”, his talk offered a crucial perspective on the influence of cognitive biases in organizational practices such as recruitment and performance appraisal. He explained how these unconscious mental shortcuts can distort our judgment and lead to less-than-objective decisions, often influenced by stereotypes and prejudices.
For Pascal, raising managers’ awareness of these mental traps is essential to lead to fairer decisions, which in turn will enable humane and equitable management of individuals based on real skills rather than misperceptions.
Joëlle Payom
A vision for the future: See you on May 23, 2025
Moving from human resources management to a truly human approach to people is an inescapable challenge for companies and organizations. Today, responsible employers must demonstrate their commitment to inclusion, equity and the well-being of their employees.
Rezalliance has been doing just that since 2020, and we were delighted to celebrate the organization’s fourth anniversary on the same evening, in the presence of members, customers and partners committed to our cause.
What’s next?
The action continues with two dates not to be missed!
🔜 F ebruary 20, 2025: Next Exclusive Meeting (details to be announced in early January).
🗓️ May 23, 2025: The 4th edition of the International Day against Harassment and for Inclusion in the World of Work will take place in Geneva. It will be an opportunity to reaffirm our collective commitment to a safer and fairer world of work for every human being, whatever our differences.
Thank you for reading this. Please do not hesitate to contact us to find out more about Rezalliance’s activities.
Joëlle Payom – President and Founder
Sources :
- Kaufman, B. E. (2007). The Historical Development of American HRM Broadly Viewed.
- Jacoby, S. M. (1985). Employing Bureaucracy: Managers, Unions, and the Transformation of Work in American Industry.
- Mayo, E. (1933). The Human Problems of an Industrial Civilization.