What do human resources need to do to ensure that their front-line managers have the basic training needed to manage their hard and soft skills teams?

You have just identified a gap in your management training program. So - now, add the appropriate training directly associated with that situation. This will fill the gap and the team is better prepared for next time.

  HR Training   Apr 7, 2024   0   47  Add to Reading List

Couple of things to consider:

  • Have an actual HR expert on interpersonal, people skills, soft skills and hard skills on staff
    • Have the experts hold regular training and presentations on various topics to support your goal
    • Invite external and internal experts to present various topics to support your goals
    • Clearly define/document the company’s policies regarding Expected Professional Behavior, Code of Conduct, and Meeting Ground Rules expectations
    • Cleary document/publish the company’s mission, vision, purpose statements. Discuss how each manager’s role/responsibilities tie/support into those mission, vision and purpose statements. Clearly document each manager’s Personal Business Commitments associated with those goals.
    • Conduct regular (twice a month) one-on-one status meetings with your managers
      • discuss how they approach raise discussion, promotion discussions, other difficult discussions
      • discuss how they approach insubordination issues
      • discuss anger management issues
      • discuss having a customer service and general service attitude toward employees
      • discuss the Meeting Performance Expectations metrics and thresholds
      • discuss any unexpected situation. Once the unexpected situation is identified (which illustrates a gap in the training), fill the gap with the appropriate training.
    • Understand what your manager’s individual development plans and career roadmap is for themselves
    • Do everything with these managers - that you feel they should be doing with their direct reports. Lead by example. Be to your managers, what you want them to be to their direct reports. Walk the talk.
  • Survey your managers AND employees on what they feel they need to stay relevant and sharp on their hard and soft skills?
    • Survey your managers on what they feel their direct reports need to stay sharp on their hard and soft skills
    • Survey your manager on what tools they feel they need to be high performers in their role and responsibilities
    • Ask your manager’s what their department and personal mission, vision and purpose statements are for their individual teams
    • First Seek to Understand and then to be Understood (Habit 5 of “7 Habits of Highly Effective People”)
  • Assure they take the company approved manager’s training course
  • Have Yearly Subsequent Manager’s training course review classes
  • Regular and frequent training on Conflict Management and Conflict Resolution Training
  • Keep an eye out for any unexpected situation. You have just identified a gap in your management training program. So - now, add the appropriate training directly associated with that situation. This will fill the gap and the team is better prepared for next time.
  • Have a list of mandatory reading materials for everyone (managers and employees)
    • Suggested reading/implementation by everyone “7 Habits of Highly Effective People”
    • Suggested reading/implementation by everyone on how to work with different (or difficult people)
    • Any suggested reading materials that will elevate your entire workforce and enable/empower them to improve their interpersonal and people skills
    • Put book clubs, study groups, assistance in place for continuous education and practice sessions for new skills
    • Consider creating a local ToastMasters chapter in your company to help improve presentation skills, communication skills and leadership skills
  • Train on Performance Evaluation techniques and feedback techniques which includes
    • Tools for creating Personal Business Commitment plans for their direct reports
    • Tools for creating appropriate performance metrics, metrics reporting and monitoring
    • Training on how to create Performance Improvement Plans
  • Regular training on conducting one-on-one manager and group staff meetings with their staff
    • discuss what should be in their rotating weekly agenda
    • discuss any unexpected challenges, etc.
    • actually sit-in a regular one-on-one meeting to witness the interaction between the manager and the employee
    • actually sit-in a regular staff/group meeting to witness the interaction between the manager and their staff