HR Training – 4 Critical Points You Must Think About

This article delves into the true need for a paradigm shift in thinking when it comes to HR training. Why? Read on…

I have just concluded an HR training seminar for a  team of a well-known organization.

Very quickly it became totally apparent to me, and to the participants, that we live and operate in a very different and new business environment, which demands that we have a totally different approach to thinking.

It requires a paradigm shift in thinking that fits our time, and one needs to remember that it takes courage to let go of old paradigms, as they have become so “comfortable”.

A New Reality

We live in a new reality, one that we are not very accustomed to, one that requires updating and rethinking concerning, especially, the issue of Organizational Health.

So much so, that the old traditional Human Resource departments that focus mostly on hard skills or “The Smarts” of an organization will literally need to reinvent themselves to fit the requirements of the 21st Century and focus on soft skills training.

Human Resource,  as we know it, has become a tired old thing that (unfortunately) is not taken very seriously.

To validate itself it urgently needs a complete overhaul, from attitude, to work practices, to values and just about everything associated with their corporate function.

 

Where To Begin?…Perhaps A Name Change…

Well, perhaps it ought to get a new name to start with, one that reflects a bit more the basic requirement…How about Resource Human Department?

Your main resource is humans and you must own that knowledge and turn it to intelligence by actively making changes.

The slight name change can reflect an important value that seems to have been forgotten in the current corporate environment, which seems to operate, in most cases according to old paradigms that seem to completely miss the needs of the Millennials.

That need is to focus on the Human/Worker, not just the Worker!

By majority, millennials don’t need the “How To” training, they can get that in Google. Instead, they need HR training and the soft skills training that will help them build cohesive teams because that’s what they are naturally inclined to do and to be.

The strategic thinking and strategic planning which is required to build cohesive teams places trust.

This should come to the head of all considerations in the Resource Human Department, which should allocate the majority of its resources to that single aspect.

Yes, by just focusing on trust-building training,  RH departments will yield huge dividends. That’s the paradigm shift in thinking that is needed in the old worn-out HR department.

Therefore, HR training should include Trust Building within the department before they move anywhere.

Strategic Planning Questions Towards A Paradigm Shift In Human Resource

If the premise Resource Human is understood at depth, then the following skills would be needed for Human Resource training:

1.    Strategic Thinking – what kind of people will move the organization forward to meet the new requirements of “doing business” in the 21st century?

2.    Emotional Intelligence – how to understand and facilitate the emotional needs of the workforce to prevent high turnover and to cause in people a sense of trust, loyalty, and commitment?

3.    Creative Thinking – What kind of healthy environment is needed to enable a  gender-balanced workforce to express new ideas, lead innovation and combine long-term strategic thinking & strategic planning with short-term tactical thinking?

4.    Conflict Prevention & Stress Management – what work practices would make people feel at ease, able to learn from mistakes, take ownership and feel belonging?

5.      Cohesive Team Building – how to encourage team building and foster a family environment that changes the concept of competition to personal excellence that comes out of collective mutuality?

These are some of the corporate training programs that a new Human Resource training would need to focus on to Re-view and Re-spect the needs of people in organizations today.

Thus avoiding falling into traps of trying to fit a square peg (old work practices stemming from the old paradigms) to the round hole (requirement of new times, millennials, age of innovation, technology, and Google culture).

 

A Revitalized Human Resource Department That Facilitates Corporate Health

A re-energized Human Resource department becomes a Resource Human facility which would then serve greatly the needs of leadership by taking upon itself the responsibility of truly understanding the inside story of the human vector, in all of its components and needs.

It will be given the authority to be the blood “life-line” of the company, having a thorough knowledge of the workforce personnel, their skill level, their emotional needs, and their personal story.

Just as the blood carries nutrition to the cells and wastes away from the cells, so would the HR department be constantly on the watch for upgrading work practices, energizing and investing in corporate training seminars that are necessary, while getting rid of ways and means and work practices that are obsolete.

In this future vision of Human Resource, it will become a well-respected consultative body to management and leadership!

 

Finally

It is obvious that the revitalization of the Human Resource department will transform itself to be a first-class Resource Human department that would be part of a general upgrade of the corporate structure and personnel in ways and means.

The HR training will first and foremost focus on making sure that the change management platform would be one of genuine care for people and for the organization’s long-term success!

 

The Thinking Coach Human Resource Training Programs

Experience, creativity and high caliber of soft skill training blend together to deliver a new skill level of HR training that makes a long-term difference in the performance and caliber of human resource performance while making sure that the rest of the organization is on board with the progressive changes.

That means that the training seminars will include the leadership and the workforce to ensure the harmony of progression while preventing the hierarchical disconnect that typifies so many organizations today.

Eli Harari

The Life Coach for Professionals™