What are the most common reasons employees resist HR Operations training, and how can you overcome them?

In my experience as both a secondary education instructor and industrial training instructor, I have found that the most important thing is to make the training relevant to the student(s). You have to persuade them that what you are telling them is going to actually make their life or job easier. In the industrial world, it's also important to correlate learning new skills with advancement and/or pay increases as additional motivation. Convince them that the more they know, the more valuable they are to the company. That all hinges on whether the company has a system in place to reward employees who make the investment into training.

HR Operations training is always necessary. One can learn his/her day to day task while doing work but importance of doing this work also need to know. Many time HR operations work feels tedious and boring, however knowing challenges and finding a way to overcome on it is also important. Training should be provided to the HR Operations employee as well as to the other employees who works as a support function to HR Operations like HRBP team, onboarding team or Employee engagement team. Also, everyone should know the importance of HR Operations work and where it can impact the future of employee.

In my perspective employees being adult always need what’s in it for them. Apart form that any learning should be useful in day to day work hence Training should be aligned to only those who are handling that profile or who has been chosen to succeed such profile

Training should always be refreshing if an employee is worried about his day to day work then he will not be able to concentrate in training

Completely agree. HR operations team shows less interest in training because they have to manage their regular work with training and if the person is doing all important work alone, it goes difficult for him to manage both. Training should be provided to actual workers instead of managers only or selective employee (who is not associated with that work).

HR operations training should contain practical examples instead of taking imaginary or out of syllabus things. The trainees can easily relate to them when the data is relevant to them. There should be some motivations for HR operations team also. Because most of the organisation considers HR operations team as a backend team and don't provide any awards, rewards, word of appreciation to them. Less salary in market compare to Recruitment team.

HR operations is a lot like mathematics hence training should be designed in a manner that it promote interaction and live examples. The end users should only be nominated and post training feedback and refresher must be arranged to check changes

This could be done to perception (why do I need to do this training, am I only doing this training to keep my line manager/s or organisation happy) What's the benefit for the employee? Will they learn new skills or become more confident? Will this training increase their workload? To overcome this create an environment where learning is encouraged and done for the right reasons Ensure this is staggered over time and not rushed