Any successful company must prioritize professional growth. And it’s typically the HR team members who advocate for this attitude of ongoing professional development. But what about the development of the department’s own abilities? Well, HR skills training is the answer! HR managers may enhance their skillsets when you support continual training — so they even get the resources and time to indulge in learning activities.

Systems develop, processes alter, and new techniques and methods constantly evolve. These facts mean that no matter how skilled or effective HR professionals are at their tasks, there is always room for improvement, particularly if they wish to influence your organization.

What’s the importance of HR skills training initiatives?

HR skills training

We frequently consider HR an entirely “operational” department because it oversees the entire employee lifecycle, including hiring and orientation, coaching and people management, incentives, compensation, and performance (sample appraisee comments for performance appraisals). The formal, technical abilities required to carry out such hiring procedures are often the focus of HR skills training.

But HR is much more than that. HR practitioners need a combination of soft and hard skills to succeed as they help to drive your company’s core values and design the strategic vision for people.

Yes, the fundamentals of HR skills training must be thoroughly covered, such as how to conduct performance evaluations or utilize an HRIS (particularly when recruits join the team). However, they must grow and acquire talents outside of this to positively impact your entire enterprise.

More precisely, HR skills training is crucial for the following reasons:

  • Keeps your HR department competitive, enabling them to evolve and learn at pace with sector advancements
  • Sends a strong message to other staff members about the value of continual training

What sort of HR training programs will increase the impact and power of your HR department?

hr training

Let’s examine what you can provide to help the three critical areas of HR teams — managing people, playing a strategic role, and building corporate culture.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, assessments, and gamification features ensure effective learning outcome measurement and sustained engagement.
Find out more and request a custom demo!

Raising the bar for people management

HR is as much about employees as it is about procedures. Herein is the difficulty. People do not conform to a rigid pattern or template, unlike systems. They demand flexible, clever, knowledgeable, and individualized interactions to excel.

To address this need, HR practitioners require a variety of interpersonal abilities that they may use to handle various situations, difficulties, and stakeholders.

Consider the typical performance assessment as an illustration. Many employees may find it to be an emotionally taxing experience. Additionally, it is challenging to anticipate and plan for such problems.

HR practitioners should have more knowledge than only how to conduct performance evaluations. They also should understand how to handle challenging transitions with poise, act ethically, and pay attention to others’ worries.

Great HR managers are involved with people when things seem to be going well. And they are available to inspire others even under trying circumstances. Now, an essential factor here is communication ability. Therefore, take into account integrating programs on the following subjects when creating HR skills training:


Among the most crucial dimensions of emotional intelligence, empathy is used frequently in management and leadership settings. Assist your HR department in understanding the various forms of empathy and using them in multiple situations.

Body language

It is easy to misunderstand the meaning when your body language contradicts what you’re saying verbally. And those who frequently make announcements, share company developments, or have private conversations at the workplace should be explicit in what they express and do not say. Teach your HR personnel to communicate clearly using body language instead of unclear nonverbal cues.

Active listening

Listening during a one-on-one performance management discussion shows your employees that you are interested in their perspective, eager to comprehend, and actively seeking answers. Adding listening to a part of your HR skills training helps improve the effectiveness of your performance measurement dialogues.

Integrity and confidentiality

We entrust HR departments with confidential and sensitive data about workers, including information about their performance, health, and salary. It’s crucial and calls for integrity and caution in managing this information.

Having uncomfortable conversations

HR skills training

HR staff frequently need to conduct challenging dialogues. Maybe there are disagreements within the organization. Or, they must talk about a worker’s mediocre performance. And they might eventually need to deliver a challenging statement to the entire organization. Equip your HR managers with the tools they require to boldly and skillfully handle difficult conversations via a solid HR skills training program.

Recognizing emotional states

For several employees, discussing private matters or failures can feel highly personal, making the environment emotional. Your HR experts will have another robust tool if they understand how to recognize, analyze, and correctly handle various emotions.


Every person in a company should work to develop their leadership abilities. But HR professionals must demonstrate effective and meaningful leadership since they serve as a bridge between the workers and the management. They also have to recognize it in others and cultivate it.

Develop the abilities that turn mediocre HR executives into outstanding ones. Such HR skills training modules range from developing confidence to modesty, delegating to handling ambiguity, and resilience to motivating others.

Taking on a strategic position within the company

The position of HR initially appears to be more administrative. For instance, they publish job listings, complete employment agreements, process payments, submit reports to the management outlining headcount and salary projections, and so forth.

However, the effects of all those jobs go deeper. For instance, a human resources manager who plans and coordinates the hiring procedure influences if and when young talent will enter the business. A statement to senior executives could also impact decisions made regarding, for example, benefits packages, L&D initiatives, and team funding.

HR skills training should emphasize the following abilities to transition from a procedural to a strategic function:

Presentation abilities

These are essential in HR functions, whether creating a budget, offering training modules, or making a solid argument for purchasing an LMS. The HR team and your business will understand how to plan effectively, organize, establish, and deliver presentations.


Inefficient reports lead to wastage of precious time and have the potential to be deceptive. Thus, such documents may end up harming business interests. You can prevent this by giving HR skills training that covers preparing concise reports and combining and evaluating data.

Business drafting

HR managers should be able to write for a range of users, from sending carefully worded communications to applicants and recruits to drafting workplace notifications. A professional HR skills training program on business writing will offer them the assurance and abilities to deliver, affecting it all from organizational branding to corporate strategies.

Promoting an optimistic culture

sample appraisee comments for performance appraisals

The common ideals and principles that guide a company’s core values are essential for its success. Your HR professionals, in turn, are crucial in developing, implementing, and displaying that culture.

Your HR skills training programs must include the abilities and information that will support them in creating a positive workplace culture. Every culture is unique. Select and pick from the following list:

Adapting to creativity

HR managers must be role models, be innovative, and think beyond the box to foster a mindset of proactive advancement and innovation. Assist them in acquiring these skills through strong HR skills training programs to promote a culture that welcomes change rather than fears it.

Engaging staff members

A productive workforce has many advantages, including increased employee retention, better health and well-being, and greater job satisfaction. An engaged community does not, however, appear overnight. It requires work. Your key motivators are your HR personnel. They will have the tools and inspiration to put it into practice with the help of employee engagement workshops.

Equality and diversity

Fostering a culture of inclusion is a necessity. HR managers must receive diversity training which teaches them about being inclusive leaders because they are tasked with finding new and varied talent for your company and retaining it there. Your HR personnel will benefit from diversity initiatives as they work to understand complex concepts like privilege and unconscious bias.

Harassment and bullying

A healthy business culture must have a stated strategy against harassment and bullying in the workspace. Ensure that your HR managers receive all the knowledge and tools required to recognize and eliminate toxic behavior throughout their HR skills training.

Online recruitment

Allowing people to work virtually can strengthen your company, increase resilience, and improve employee health. Help your HR personnel learn about the advantages and realities of flexibility or online employment, if you’re keen on fostering such a culture.


The first step to developing an excellent work-life balance and a supportive and considerate workplace culture is prioritizing well-being. It’s essential for assisting staff members in achieving excellence on both a professional and personal level. Make absolutely sure that this subject is covered in their HR skills training classes because your Hr department is leading the charge in fostering and modeling well-being.

Additional HR skills you should consider

HR skills training

Talent management

Your company’s culture and bottom line will benefit from a sound talent management approach. But to execute and advance this approach to the fullest extent possible, you need knowledge, understanding, and assurance, which all result from instruction. Your firm will benefit from investing in talent management courses for your HR professionals and staff.

Organizing abilities

Intermediaries between employees, department leaders, and CEOs are HR specialists. They oversee projects that need to be finished by several teams and departments. Here are some organizational abilities that HR specialists must develop:

Time management

Time-sensitive duties include creating employee contracts and overseeing payroll and insurance programs. Deadlines and adherence to pertinent laws are the responsibility of HR personnel.

Management of records

HR departments oversee the physical and digital management of data and documents, including employment contracts. HR specialists are typically in charge of keeping and accessing employee records from efficient filing systems in workgroups.

Calendar administration

HR specialists must cram in other crucial activities, such as organizing corporate events and setting up staff training and development, between meetings with coworkers and executives. Effective calendar management techniques aid in the productivity of busy HR departments.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, assessments, and gamification features ensure effective learning outcome measurement and sustained engagement.
Find out more and request a custom demo!


Unexpected events, like a departing employee, can disrupt an HR professional’s regular schedule. HR team employees need to possess the following abilities to adapt to or even forecast changes:

Change management

When it’s time to update outdated policies, develop new ones, and figure out how to help staff members accept change, the HR team should be able to do it (e.g., assisting employees in transitioning into new roles.)

Visionary thinking

Business partners who take part in strategic planning and decision-making include HR specialists. They must be able to anticipate the need for adjustments. For instance, when your company expands, HR may find it wise to invest in present employees by creating and implementing career path initiatives.

Self-evaluation and development

Never getting too comfortable at work is essential to establishing a positive workplace culture. Employee retention and workplace modernization can be aided by HR staff with an improved attitude (e.g., by adding innovative perks and benefits).


Training is not a check-the-box activity. Ideally, it shouldn’t be, either. During their employment with you, HR professionals should get ongoing training. Moreover, it consists of both hard and soft skills.

It will make them feel valued and offer them the self-assurance to test the limits and investigate cutting-edge best practices. And improve as leaders, communicators, and representatives of diverse cultures.

Comments are closed, but trackbacks and pingbacks are open.