What are some effective leadership training programs for HR Operations professionals?

When working with teams in different countries, it can be helpful to coordinate some cultural training sessions. By understanding the different cultural dimensions, staff can adjust their working styles to work more effectively together. It’s also fun to learn and discuss about the cultures of your wider team.

Weekly or Bi-weekly Departmental Learning Sessions along with departmental surveys. Policies and procedures review week as well as online platforms like: Udemy, Coursera and LinkedIn Learning also provide pretty effective training programs for HR ops professionals.

Leaders don’t just grow on trees. Potential leaders need to be identified, developed, and trained. HR, along with L&D, should work to establish a training program that not only provides leadership training content but is embedded in the wider, cyclical process of identifying talent and developing that talent into leadership roles in a sustainable way.

As per today's era of data & facts, programs like HR Analytics can be a great tool for decision making by the leaders & enhance their leadership quality. For self assessment tool it should be a part of leader identify process but these self assessment tests should be taken periodically because as you open your mind more, there is change in perception & thoughts & results of self- assessment may vary.

Consider programs from Human Resources Certification Institute's (HRCI) and also research online or offline education, to enable one the required skills, on labour laws, strategic business solutions, workforce planning and all other aspects of Advanced Certificate in Strategic HR Management for comprehensive leadership training in HR operations.

Most relevant trainings for a holistic HR Operations function range from very functional knowledge expansion & updates on labor law, social & immigration laws to methodical trainings on process design, technology & automation and customer experience design. HR Operations is next to HR BPs the function with the broadest knowledge span and needs to keep track with market trends & legislation updates to understand to interpret them for their own context.

Yes online courses & webinars are great for learning journey of any professional. It not only add something to your knowledge & skill but also develop you as creative thinker.

I agree that this is a great learning method. However, employees may be distracted or interrupted if scheduling during work times.

Great learning method, however time needs to be planned if used at work to stop interruptions and keep the employees focused. The flexibility is its greatest asset.

Effective leadership training programs for HR operations professionals should encompass comprehensive areas such as strategic HR, communication, people skills, and certification preparation. Notable options include SHRM Learning System, Dale Carnegie Leadership Training, Harvard Extension School Leadership Program, ATD Master Trainer Program, Cornell University's ILR School Programs, Center for Creative Leadership (CCL) Programs, and HRCI's Leadership Development Programs. Choose programs that align with your organization's objectives and individual development needs.

The secret to a great HR Operations professional, team, or leader is a deep understanding of the business being enabled. Working with coaches across the business to align the facilitation of HR through the elevation of problem solving is key to doing this successfully. There are internal stakeholders in HR who can help such as Business Partners, and leaders from the wider business too. It's important to know how a business approaches a problem before guiding a solution, everyone benefits when a HR Operations professional can weave this knowledge into a suite of tools, resources, and programs.

In my experience, weekly check-in’s with your team of what is going well, what challenges they are facing, and what they feel most proud of are great ways to lead into a coaching dialogue.

I want to flip the script on effective leadership learning. The best way to master leadership isn't from the sidelines of a classroom or getting coached or mentored; it's stepping into the role and teaching the skills yourself. Mentoring or coaching others. Dive in, lead, and confidence will build. Find your own style. Be fearless. There’s probably more leadership ability inside you than you realize. You won’t find out until you put it to the test.

I've observed a number of companies that have implemented leadership/manager development programs, employee engagement programs (and surveys), and job enrichment and wellness programs. However, very few have formalized coaching and mentoring programs aimed at employees (instead of managers). The value of coaching and mentoring the workforce not only enables a future leadership pipeline, but can be monetized by increased productivity, job-enrichment, employee engagement (leading to revenue growth), stronger employee retention, and less staff health issues. The HR professional can assist in developing a strategy in this space.

What I always found helpful is honesty and transparency when introducing new initiatives. Getting employee support at the outset will ultimately make for a smoother implementation.

I think these are wonderful and really as aspect of HR Professionals. We are sharers. We want to others and I believe in benchmarking. Sharing something effective in your business practice of training or coaching is a great thing to do. Why not?

I agree, peer learning groups are excellent to belong to. The Senior Executive Network-HR Group is one that I joined and we meet two to three times a year discussing in depth HR topics and break out sessions, sharing experiences across different industries.

HRPA (Human Resources Professionals Association) in Ontario and other provincial HR associations often provide leadership development programs and workshops. One could also consider online platforms like LinkedIn Learning, Udemy, or Coursera, which offer a variety of leadership and management courses. These platforms often provide flexibility and accessibility.

Consider enrolling in programs focused on developing strategic leadership skills tailored specifically for HR operations, or a program designed to build capabilities in managing complex HR operations, fostering team collaboration, and driving organizational success, or on practical curriculum covering key leadership competencies, such as employee relations, talent management, and change management, crucial for HR operations professionals.

The Operations manager apprenticeship, level 5, is a great way to develop managers and leaders in your business, which also makes use of the apprenticeship levy, and no commercial costs. The programme is structured, and at the end the colleague will have acquired and developed new knowledge, skills and behaviours. The content is broad. From setting a strategic vision, to managing the delivery of difficult messages to their team. Post level 5, learners can go on to study the level 7 senior leader.

Many organizations today, leverage leadership development programs for all levels of leaders from emerging, experienced, or senior leader programs all designed to be a focused learning program tailored to help the leader develop the skills and traits necessary to be successful in those roles. Often, many individual contributors do not have the appropriate or applicable amount of management knowledge that would be integral to a leader’s performance. These programs bridge that knowledge gap to ensure successful outcomes for the organization’s objectives.

Agile is evolution. Evolution is powerful. We operate in a VUCA world. Based on the associate's aspirations & skills, they should be enrolled in HR Leadership Development Program which will help them become future HR leaders with a well-rounded understanding of the HR Function. They need to be mentored by thought leaders and senior management/leadership in their respective organizations so that they gain situational experience via observation and experiential learning rather than just having the technical know-how but failing when the sailing through choppy waters.

HR operations managers are key to aligning organizations with strategic goals, purpose, and values. They must grasp this importance, communicate effectively, and add value strategically. Their role isn't to spoon-feed solutions but to enable growth and progress. This is what it truly means to have a seat at the table. HR operations managers must align HR practices with business strategy, diving deep into the company's goals. Cultivating a culture that embodies company values is essential.It's about empowering employees, fostering accountability, and becoming trusted advisors to the executive team. In the end, it's about being integral to driving business success.

Storytelling is a great way to further illustrate a point or example of something you are trying to explain. Think about an experience you had or know of and talk about it in a training. People remember the story.

All leadership is learned through hands-on experience. Books and classes teach the theory. But only by doing do we actually learn the reality. Ensure you are not in a "zero deficit" mentality. This perspective will reduce your exposure to risk and the necessary mitigation factors. Ensure you are humble. You will fail far more than you succeed. Ensure you observe. Feedback comes in many forms, and the non-verbal cues will certainly tell you more about your leadership capabilities and constraints than a formal survey. Ensure you are perpetually learning and growing. All of this is encompassed by: Army NCO's are taught "Be, Know, Do". The three tenants of truly dynamic leadership.

AI should be treated as friend to enhance productivity at work. It should be helpful for employees to maintain a work life balance by reducing work pressure on them. HR department is for employees welfare. Balance of everything results in better working environment.

If I had to narrow it down to one important skill or ability for HR professionals, it would be the ability to understand employees in their professional roles, while understanding them as human beings. My two favorite programs are the Taylor Hartman Color / People Code and Situational Leadership II. The Color/People code is the easiest "human being" tool to learn and understand, providing great insight into self and others. SLII is best when it comes to understanding each individual's skill, motivation, needs, by work task. Identify how you think, process & communicate, do the same for employees, assess where they're at, their needs, & then use that information to help their supervisor understand the same, and provide great leadership.