What do you do if your HR team lacks the skills and competencies needed for the future?

Do a thorough skill gap analysis to evaluate existing capabilities against projected demands and address any skill gaps within your HR staff for future readiness. Create specialized training programs to close identified gaps and guarantee that they are in line with the strategic goals of the company. Encourage a culture of lifelong learning by offering professional development opportunities like webinars, workshops, and online courses. Regularly assess progress using feedback systems and performance reviews, and make necessary adjustments to training programs. Employees that actively participate in skill development should be acknowledged and rewarded in order to encourage lifelong learning.

It is very obvious in AI enabled rapid change and growth, often team might not aware of latest trends and productive methods it is very important to incorporate industry trends session 6 months once with practical exposure and also give opportunities to work on those tasks and projects. Which will make entire process of learning joyful and engaging.

If your HR team lacks future-ready skills, start by assessing current competencies and identifying gaps. Invest in targeted training and development programs to build those skills, and consider bringing in external experts or mentors for guidance. Encourage a culture of continuous learning and provide opportunities for hands-on experience to help your team adapt and thrive.

Prior to addressing skills gaps, it is imperative to establish a comprehensive workforce plan that delineates the skill sets required by the HR team both presently and in the foreseeable future. This plan must align closely with the overarching business strategy and the primary objectives of the HR function. Once these foundational elements are clarified, conducting a data-driven skills analysis becomes essential. Such an analysis can effectively pinpoint which skills are currently lacking and illuminate strategies to acquire them—whether through procurement, development, temporary hiring, or automation—ensuring readiness for future demands.

1. Identify skill gaps. 2. Provide targeted training. 3. Offer development opportunities. 4. Encourage continuous learning. 5. Seek external expertise. 6. Cross-train team members. 7. Foster a culture of innovation. 8. Invest in upskilling programs. 9. Provide access to online courses. 10. Offer mentorship and coaching. 11. Align training with future needs. 12. Encourage knowledge sharing. 13. Regularly assess and address skill development.

Training is a good starting point, but the best approach to training people is to apply the 70-20-10 principle. Ten percent of learning can occur in classroom-like settings, providing access to new skills and ideas, but the remaining 90% of learning should always focus on social learning and on-the-job experiences. Driving HR initiatives and supporting leaders and employees is hardly ever a matter where theoretical knowledge can be applied one-to-one. Instead, HR teams need to adjust, flex, and understand how to utilise their knowledge and skills, adapting behaviours to suit various situations and stakeholders. This can only be learned by applying it, hardly in a classroom setting.

Durante a avaliação de seu time você irá entender quais são seus gaps e seus pontos de desenvolvimento prioritários, e poderá também orçar treinamento com profissionais externos ou em instituições de ensino para superar estas lacunas. Além de programas de treinamento específicos, pode-se também pensar em programas de desenvolvimento em grupo, que elevam o nível de senioridade como um todo da equipe.

Trainings only won't do the job. Mentoring, peer 2 peer learning and task based trainings can be more robust teaching methods.

Addressing skills gaps necessitates a holistic development approach that integrates formal training with hands-on experience and on-the-job exposure. It is crucial to identify target competencies and use them as guiding principles for personalized development plans. Moreover, for the broader HR function, ensuring that core competencies receive adequate attention is essential. This approach ensures that individuals receive tailored development opportunities while also strengthening the overall competency profile of the HR team

Being aware that your team lacks skills requires reinforcement. I do recommend doing a skills gap analysis, but if you are aware of common themes, provide learning and development programming that will address the common gaps. The offering can be on-line or in person depending on your team's needs. Be consistent and provide continous learning to ensure they continue to achieve professional growth and skills needed to stay competitive.

Nem sempre é possível superar as lacunas técnicas de seu time sem recorrer a um conhecimento externo. Muitas vezes necessária, a contratação de alguém que já experimentou outros níveis de desafio pode ser uma forma de trazer novos conhecimentos que poderão ser compartilhados com o time.

This is an option to resort into too. Trying to recruit or outsource employees with the skill desired can help the discrepancies and gaps within organization.

Technology is growing voraciously and there is no doubt that employees who can leverage technologies can always emerge on top.

Hoje em dia inúmeras tecnologias ajudam no desenvolvimento de equipes. Cursos em plataformas SaaS, o advento do chat GPT e outra formas de tecnologia podem impulsionar o desenvolvimento e conhecimento de seu time, trazendo-o para um novo patamar de eficiência e prontidão para o futuro.

Gaining access to the right skills at the right team will require a combination of buy, build, borrow, bridge, and bot approaches. These strategies all have different benefits and limitations, and an organization will need to identify which of these strategies (or combination of them) will be most suited to their context.

It is also important to ensure you are building and promoting a learning and collaborative culture across the team. Cross collaboration amongst team members allows the sharing of knowledge and best practices with each other. This can help spread critical skills throughout the team more quickly and build a more cohesive and adaptable HR function.

The speed with which business activities evolve requires the constant availability of new skills. In a context of great recruitment difficulties, developing these skills yourself is a path increasingly taken by a large number of companies. If the largest create internal schools, academies or even campuses, many SMEs and even VSEs are interested in this subject and are structuring very efficient internal training systems.

Before considering upskilling, assess if your HR team has the potential to develop needed competencies. Check for digital fluency, analytical thinking, and strategic insight. Ensure any investment in development promises significant improvement. Shift the focus of upskilling towards enhancing business acumen and soft skills, rather than solely on HR topics. This approach ensures your efforts and resources are effectively used, positioning your HR team to thrive in a rapidly changing business environment.

It is important to design a dedicated learning hour at regular intervals to have the HR team focused on upskilling to prepare for future business priorities. Secondly, a policy can be created so teams are encouraged to take up any external courses as well which can then become part of their KPI (Key performance indicators)