What do you do if you're unsure which tasks to delegate in Training and Development (HR)?

First step is to evaluate Your Workload and Prioritize your Tasks comprehensively based on urgency, importance, and alignment with strategic goals. Second, Identify tasks that are time-consuming, repetitive, or do not require your specific expertise. These tasks are often suitable for delegation as they can free up your time to focus on high-impact activities that align with your core responsibilities. Be results oriented with the tasks you do and with the tasks you delegate.

Assessing the key tasks within your team is a good start ahead of deciding which you can delegate. However, I would start with knowing and evaluating the capabilities of your team. Where are their strengths and development areas? What experience do they bring from previous roles that can be useful? Once you have a good understanding of the tasks to delegate and the capabilities of your teams skills then you can start to develop a plan of who you want to delegate which task to. Before you start speak to your team and ask what tasks they are interested in or which tasks by learning will help them to progress their personal career goals. Team buy in and motivation will make a huge difference to the success of any delegation.

What would you do if you are unsure which tasks to delegate in training and development? Look at your priority list. If its urgent and important ask for help if required and do it straight away. If its urgent and not important then delegate because they donot contribute to your goals directly. Consider individuals who have necessary skills to do these tasks.

Evaluate Complexity and Capabilities by considering the skills, knowledge, and experience required for each task and match them with team members who have the necessary competencies. Next, evaluate their workload and availability to ensure they can take on additional responsibilities effectively. Third, delegate tasks to individuals with the right skill set can enhance efficiency and productivity within your training and development initiatives. Last monitor progress and follow up accordingly to ensure your plan is going well and harvest the results.

Match tasks to employees’ strengths. When someone excels in a particular area, they’re more likely to deliver quality work. Identify team members who have the necessary skills and knowledge for specific training and development tasks.

My consideration would also be the impact of not delegating as I believe that empowered delegation when done correctly helps anyone to develop new skills and confidence as well as adding variety to their work load. To help reduce any negative impact on the teams or individuals work, always ensure they have the capacity to take on an extra task within the timeframe that you need it delivering. This may mean that you have to take a task back off them so they can have the opportunity to develop or another member of the team takes on a task so that all team goals are achieved. You could also consider is now the best time to delegate this task or could there be a better time to do this once some projects are delivered.

When delegating, be precise about what’s expected. Clearly outline the task, desired outcomes, and any relevant guidelines. Avoid assumptions—what might seem obvious to you may not be clear to others.

Communicate your expectations clearly and effectively to make sure that you are delegated tasks, missions or assignments are well understood and received. Think of it as project and you are the project manager l. Each task should be coupled with deadline, agreed framework and expected outcome. Please don’t expect good results if you do not set these clear from the very start.

Delegating to anyone is essential for their development. How you do this will differ depending on the individual’s capabilities, motivation, performance, attitude and experience. A useful tool is the Skill/Will model, plot where your team fit into the different quadrants and that will help you to know the delegation method to use for greatest impact. I would also suggest using the Stewardship delegation model, the 5 steps are - Share the specific result you want Provide useful guidelines Ensure all resources are available Explain you are accountable and they are responsible Discuss all consequences both positive and developmental if the results are or are not achieved. Delegation requires Trust and Clarity from you.