{"id":235925,"date":"2024-10-22T18:53:39","date_gmt":"2024-10-22T16:53:39","guid":{"rendered":"https:\/\/rezalliance.com\/en\/?p=235925"},"modified":"2026-02-10T19:36:10","modified_gmt":"2026-02-10T18:36:10","slug":"managing-people-not-just-resources","status":"publish","type":"post","link":"https:\/\/rezalliance.com\/en\/2024\/10\/22\/managing-people-not-just-resources\/","title":{"rendered":"Managing people, not just resources."},"content":{"rendered":"\n[et_pb_section fb_built=”1″ _builder_version=”4.16″ global_colors_info=”{}” locked=”off” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” theme_builder_area=”post_content” custom_padding=”||450px|||”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}” theme_builder_area=”post_content”]\n

Did you know that \ud835\udc11\ud835\udc1e\ud835\udc2c\ud835\udc2c\ud835\udc28\ud835\udc2e\ud835\udc2b\ud835\udc1c\ud835\udc1e\ud835\udc2c \ud835\udc07\ud835\udc2e\ud835\udc26\ud835\udc1a\ud835\udc22\ud835\udc27\ud835\udc1e\ud835\udc2c were not originally designed to \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc2d\ud835\udc1e\u0301\ud835\udc20\ud835\udc1e\ud835\udc2b \ud835\udc25\ud835\udc1e\ud835\udc2c \ud835\udc1e\ud835\udc26\ud835\udc29\ud835\udc25\ud835\udc28\ud835\udc32\ud835\udc1e\u0301\ud835\udc2c, but rather to \ud835\udc29\ud835\udc2b\ud835\udc1e\u0301\ud835\udc2c\ud835\udc1e\ud835\udc2b\ud835\udc2f\ud835\udc1e\ud835\udc2b \ud835\udc25\ud835\udc1a \ud835\udc29\ud835\udc2b\ud835\udc28\ud835\udc1d\ud835\udc2e\ud835\udc1c\ud835\udc2d\ud835\udc22\ud835\udc2f\ud835\udc22\ud835\udc2d\ud835\udc1e\u0301 companies?<\/p>\n

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 \u201c\ud835\udc30\ud835\udc1e\ud835\udc25\ud835\udc1f\ud835\udc1a\ud835\udc2b\ud835\udc1e \ud835\udc28\ud835\udc1f\ud835\udc1f\ud835\udc22\ud835\udc1c\ud835\udc1e\ud835\udc2c\u201d to \ud835\udc1e\u0301\ud835\udc2f\ud835\udc22\ud835\udc2d\ud835\udc1e\ud835\udc2b \ud835\udc25\ud835\udc1e\ud835\udc2c \ud835\udc20\ud835\udc2b\ud835\udc1e\u0300\ud835\udc2f\ud835\udc1e\ud835\udc2c \ud835\udc1e\ud835\udc2d \ud835\udc1a\ud835\udc29\ud835\udc1a\ud835\udc22\ud835\udc2c\ud835\udc1e\ud835\udc2b \ud835\udc25\ud835\udc1e\ud835\udc2c \ud835\udc1c\ud835\udc28\ud835\udc27\ud835\udc1f\ud835\udc25\ud835\udc22\ud835\udc2d\ud835\udc2c with employees. The goal: to offer employee benefits for \ud835\udc1d\ud835\udc22\ud835\udc2c\ud835\udc2c\ud835\udc2e\ud835\udc1a\ud835\udc1d\ud835\udc1e\ud835\udc2b \ud835\udc25\ud835\udc1e\ud835\udc2c \ud835\udc1e\ud835\udc26\ud835\udc29\ud835\udc25\ud835\udc28\ud835\udc32\ud835\udc1e\u0301\ud835\udc2c \ud835\udc1d\ud835\udc1e \ud835\udc2b\ud835\udc1e\ud835\udc23\ud835\udc28\ud835\udc22\ud835\udc27\ud835\udc1d\ud835\udc2b\ud835\udc1e \ud835\udc25\ud835\udc1e\ud835\udc2c \ud835\udc2c\ud835\udc32\ud835\udc27\ud835\udc1d\ud835\udc22\ud835\udc1c\ud835\udc1a\ud835\udc2d\ud835\udc2c.<\/p>\n

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.<\/p>\n

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.<\/p>\n

\ud835\udc03\ud835\udc22\ud835\udc1f\ud835\udc1f\ud835\udc22\ud835\udc1c\ud835\udc22\ud835\udc25\ud835\udc1e \ud835\udc1d\ud835\udc1e \ud835\udc26\ud835\udc1a\ud835\udc22\ud835\udc27\ud835\udc2d\ud835\udc1e\ud835\udc27\ud835\udc22\ud835\udc2b \ud835\udc25’\ud835\udc1e\ud835\udc27\ud835\udc20\ud835\udc1a\ud835\udc20\ud835\udc1e\ud835\udc26\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc1d\ud835\udc1e\ud835\udc2c \ud835\udc1e\ud835\udc26\ud835\udc29\ud835\udc25\ud835\udc28\ud835\udc32\ud835\udc1e\u0301.\ud835\udc1e\ud835\udc2c.\ud835\udc31 \ud835\udc2c’\ud835\udc22\ud835\udc25\ud835\udc2c \ud835\udc27\ud835\udc1e \ud835\udc2c\ud835\udc1e\ud835\udc27\ud835\udc2d\ud835\udc1e\ud835\udc27\ud835\udc2d \ud835\udc29\ud835\udc1a\ud835\udc2c \ud835\udc1e\u0301\ud835\udc1c\ud835\udc28\ud835\udc2e\ud835\udc2d\ud835\udc1e\u0301\ud835\udc2c, \ud835\udc2f\ud835\udc1a\ud835\udc25\ud835\udc28\ud835\udc2b\ud835\udc22\ud835\udc2c\ud835\udc1e\u0301\ud835\udc2c \ud835\udc1e\ud835\udc2d \ud835\udc2b\ud835\udc1e\ud835\udc2c\ud835\udc29\ud835\udc1e\ud835\udc1c\ud835\udc2d\ud835\udc1e\u0301\ud835\udc2c \ud835\udc1d\ud835\udc1a\ud835\udc27\ud835\udc2c \ud835\udc25\ud835\udc1e\ud835\udc2e\ud835\udc2b \ud835\udc22\ud835\udc27\ud835\udc2d\ud835\udc1e\u0301\ud835\udc20\ud835\udc2b\ud835\udc22\ud835\udc2d\ud835\udc1e\u0301. 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?<\/p>\n

On October 15, we discussed these fundamental questions with Claudia Saviaux Druliolle (HR Manager at the Commune de Meyrin) and Pascal Wagner-Egger<\/a> (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.<\/p>\n

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At the start of the meeting, I began by recalling what makes Rezalliance<\/a> unique, combining an NGO and a consulting firm, Rez-care.com<\/a>, 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<\/a>.<\/strong> 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.<\/p>\n

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The 2023 and 2024 editions, respectively organized in Geneva in partnership with the F\u00e9d\u00e9ration des Entreprises Romandes, and in Belgium in collaboration with the Brussels Chamber of Commerce, brought together key players such as theWorld Health Organization <\/strong>(WHO), the International Labor Organization<\/strong> (ILO) and the European Commission<\/strong>.<\/p>\n

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Claudia Saviaux Druliolle\u00a0<\/span><\/figcaption>\n<\/figure>\n

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From caring to creating communities of practice<\/h3>\n

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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.<\/p>\n

During her talk, she explained the necessary distinction between the notions of benevolence and bientraitance. While benevolence is a <\/strong>positive intention <\/strong>, bientraitance <\/strong>manifests itself in theconcrete experience of individuals<\/strong>, who need to feel valued and well-treated<\/strong>. It’s a pragmatic vision that calls for a rethink of managerial practices to move from rhetoric to action.<\/p>\n

She stressed the importance of providing regular feedback <\/strong>to teams, enabling individuals to develop and progress. But this feedback must not only be useful. It is essential not to neglect \u201cbeauty feedback<\/strong>\u201d, 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.<\/p>\n

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Another key point in her speech was agentivity<\/strong> and congruence<\/strong>. She stressed the importance of team autonomy and the alignment of organizational values with internal practices. She encouraged employers to create communities of practice <\/strong>where employees can help each other and share their knowledge in a spirit of companionship, an essential concept for restoring meaning to collective work.<\/strong><\/p>\n

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Pascal Wagner-Egger<\/figcaption>\n<\/figure>\n

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The impact of cognitive bias on human management<\/h2>\n

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Pascal Wagner<\/strong> 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.<\/p>\n

Co-author of \u201cM\u00e9fiez-vous de votre cerveau : 30 biais cognitifs d\u00e9crits et expliqu\u00e9s pour moins se tromper et mieux raisonner\u201d<\/strong><\/em>, 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.<\/p>\n

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 <\/strong>based on real skills rather than misperceptions.<\/p>\n\n

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Jo\u00eblle Payom<\/p>\n

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A vision for the future: See you on May 23, 2025<\/h3>\n

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.<\/p>\n

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.<\/p>\n

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R\u00e9trospective en images – Rencontre Exclusive du 15.10.2024<\/figcaption>\n<\/figure>\n

What’s next?<\/strong><\/p>\n

The action continues with two dates not to be missed!<\/p>\n

\ud83d\udd1c F ebruary 20, 2025:<\/strong> Next Exclusive Meeting (details to be announced in early January).<\/p>\n

\ud83d\uddd3\ufe0f May 23, 2025:<\/strong> 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.<\/p>\n

Thank you for reading this. Please do not hesitate to contact us to find out more about Rezalliance’s activities.<\/p>\n

Jo\u00eblle Payom<\/a> – President and Founder<\/p>\n

Sources :<\/strong><\/p>\n