HomeUncategorizedHR managers need training too, but how to ask for it?

HR managers need training too, but how to ask for it?

  • 4 Min Read

With 71% of HR professionals reporting a lack of additional training or support from their employers before tackling critical new tasks, it is evident that HR leaders must take the initiative to seek out the necessary training and development opportunities.

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Mid-level managers have always been the linchpin of a business but new data from leading recruiter Michael Page suggests expectations placed on managers have reached all-time highs.

Since starting their current job, 54% of managers report taking on additional responsibilities outside of their original job description, compared to 35% at assistant level and just 28% of those in leadership positions.

The evolution of the middle manager role is being particularly felt in the HR sector, where 15% of professionals believe they have been given more responsibilities than their predecessors.

However, it’s not just the number of duties on the rise but the complexity of the tasks as well. Asked to think back to the start of their careers, HR workers were quizzed on how the role of a manager has changed:

  • 26% agree that more sensitivity is required nowadays with EQ now an essential attribute for HR leaders.
  • Factoring in extra pressures of the job, 15% think there is a lot more scope to get things wrong in people management today.
  • 23% believe the switch to hybrid working has made managing a team more complex.
  • 23% also agree that understanding and having the correct approach to neurodiversity has become much more prevalent.

Despite taking on these additional responsibilities, a significant 71% of HR professionals say they have not received any additional training or support from their employer before tackling critical new tasks. Untrained and unsupported managers could pose serious challenges for businesses, as the impact is felt across the wider workforce.

In fact, junior employees often cite a challenging relationship with their manager as a key reason for leaving a company.

The role of an HR manager has fundamentally changed and diversified over the last few years making it an interesting role that’s highly popular among those who work in the field. According to the latest Michael Page Salary Guides, ‘HR manager’ and ‘HR project manager’ were in the top three most popular roles across the industry.

“HR and people management has always been an industry of change,” said Doug Rode, Managing Director, UK&I at Michael Page. “Expectations shift as new generations join the workforce and HR managers are at the coalface of a business, playing a vital role in its success.

“After several years of flux, HR teams, and particularly those in managerial positions, are working around the clock to stay at the forefront of a rapidly changing world of work. Leaders are placing significant additional responsibility on their human resources managers and it’s critical that they are properly prepared.

“This is where upskilling and in-house training will be vital, to set both established HR professionals and new recruits up for success in an industry that is no stranger to change. Agility, willingness to adapt and an open mind will be vital for any HR manager looking to succeed in the industry.”

How to ask for training?

It is evident that HR leaders must take the initiative to seek out the necessary training and development opportunities.

One effective approach for HR leaders is to have an open and candid conversation with their superiors or executive leadership team. Presenting data, like the data from the Michael Page study, emphasizing the changing landscape of HR management and the need for ongoing skill development.

By highlighting the potential consequences of untrained and unsupported managers, such as challenges in retaining and managing the workforce, HR leaders can make a compelling case for investing in their professional growth.

HR leaders can also explore external training programs, industry certifications, or professional development courses offered by reputable organizations or educational institutions.

These programs can provide valuable insights, best practices, and practical strategies for navigating the complexities of modern HR management, including areas such as emotional intelligence, neurodiversity, and hybrid team management.

Additionally, HR leaders can seek out mentorship opportunities within their professional networks or industry associations. Experienced HR professionals or industry experts can offer valuable guidance, share their knowledge, and provide a sounding board for addressing challenges and exploring new approaches.

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