HRIS Manager
Geboren en getogen in Venlo in een zeer internationale familie, ben ik gefascineerd door het vinden van oplossingen en motiveren van mensen in organisaties. Als slimme en creatieve doorzetter ga ik door waar anderen stoppen en creëer ik mogelijkheden die anderen niet meteen zien. Leergierig en nieuwsgierig als ik ben, ben ik begonnen in de internationale dienstverlening, om daarna mijn focus te verleggen naar corporate HR-IT-rollen. Hier heb ik al veel bedrijfskundige ervaring met HR verbeterprocessen opgedaan. Deze veelzijdige kennis en ervaring wil ik nu inzetten in een rol waarin ik mijn innovatieve en creatieve kwaliteiten kan inzetten om oplossingen en verbeteringen te creëren waar ik de organisatie en klant mee kan verrassen. In mijn vrije tijd sport ik veel: Milon en yoga. Ook doe ik vrijwilligerswerk in een filmhuis. Dus ik zie graag een film, documentaire, of theatervoorstelling. En als er nog tijd overblijft lees ik graag in het Engels en Nederlands. Ik houd van een gezonde uitdaging.
Influence Behaviours in the "influence" category are linked with providing direction. They include developing a professional network, managing teams, making decisions and being motivated to get ideas across. These behaviours provide insight on a person's natural ability to mobilise others and the way they establish relationships.
Cooperate Behaviours in the "Cooperate" category are linked to facilitating collective work. They include mediating interactions between people, solving conflict, making use of the team's resources, and providing support for others. These behaviours provide insight on a person's natural ability to evolve within a group.
Think Behaviours in the "think" category are linked to conceiving projects. They include designing strategies, identifying project risks, evaluating tasks and activities, and contributing new ideas. These behaviours provide insight on a person's natural ability to process abstract rather than practical concepts.
Act Behaviours in the "act" category are linked to obtaining results. They include launching projects, implementing action plans, monitoring outcomes, or controlling production quality. These behaviours provide insight on a person's natural ability to understand practical rather than abstract concepts.
Feel Behaviours in the "feel" category are linked to controlling one's emotions. They include managing stress, investing one's energy, and radiating a positive vibe. These behaviours provide insight on a person's natural ability to express and channel their emotions in different contexts.
Rarely short of ideas, Hanneke Gelissen is quick to take the initiative. She likes instigating change at work and needs constant stimulation to keep boredom at bay. She makes sure collaborators are onboard with the suggestions she puts forward, listening to others carefully and making decisions as a group. She is capable of advancing with determination, but also of questioning her approach based on feedback. What's more, she has the capacity to strengthen ties within teams.
Hanneke Gelissen channels most of her energy towards taking action. Her main drivers push her to act and take risks. She needs to be stimulated to maintain her interest in her activity or role. For her, stability is synonymous with boredom and weariness. It is better to give her new challenges often.
Designing is an essential activity in which Hanneke Gelissen feels fully engaged. Contributing her imagination and ideas is crucial to her because she draws significant energy and passion from it. It is one of the key ways in which she finds satisfaction in her work.
Analyzing is an activity that highly suits Hanneke Gelissen. She particularly enjoys understanding the links between data and being able to draw reliable conclusions. It is important for her that conducting analyses be one of the key tasks in the projects that are entrusted to her, so she can feel truly fulfilled.
Being able to instill a dynamic approach to work is a main source of fulfilment for Hanneke Gelissen. She demonstrates high energy and conveys that energy through her work, most notably by driving others to action. She needs to see projects progress and uses her restlessness to further their advancement.
Hanneke Gelissen is an inspiring manager who tries to help her employees develop individually. She creates an action plan for each of them and positions herself as a mentor. She's a manager who pulls everyone towards a common goal but who can also take into account individuality.
Hanneke Gelissen expects a manager to actively listen and define group objectives collectively. She is motivated by leaders who involve the whole team in the pursuit of goals. She needs a manager who gives meaning to her work, and who is less attached to intended results, focusing rather on the best way to achieve them.
The ideal work environment for Hanneke Gelissen is one that gives everyone freedom to attain objectives as they like. She believes basic guidelines should suffice, and each person should be responsible for their behavior and contribution to the organization. She seeks a culture that prioritizes results, without undermining collaboration and kinship across teams. She needs to be stimulated by her work, and likes her work to evolve often: a highly stable work environment might quickly bore her.
Capacity to perform familiar and practiced tasks.
Tendency to dedicate time to ensuring decisions are right.
Ability to test things and learn from mistakes.
To learn new concepts, Hanneke Gelissen needs concrete evidence. She develops skills gradually, by accumulating practical experience. Theoretical and abstract concepts are often foreign to her, and contribute little to her progress because she will have a hard time applying them in the context of her job. She masters new skills through practice and repetition.
Hanneke Gelissen's spontaneous nature leads her to learn by testing out concepts and techniques herself. She finds that the best way to acquire new knowledge is to first try, develop her understanding through failure, and then try again. She can sometimes lack patience. To assimilate new ideas or new knowledge, she first needs to experiment by herself.
