presentation skills of hr manager

HR presentation: The all-in-one guide

Boost your HR skills with our definitive guide to HR presentation. Learn to create engaging slides, foster talent acquisition and improve productivity

Sahul Hameed

Building presentations

Ever felt stuck with how to carry out a flawless HR presentation that not only informs but also engages? Hey, you're not alone! This guide is your go-to resource for nailing that HR presentation, impressing your audience, and truly making a difference within your organization. Buckle up as we embark on this informational journey.

Let's be honest, HR presentations are a cornerstone of modern HR management. They can be a hit or a miss depending on various elements. But worry not! This guide will delve deep into all aspects to help you prepare the best HR presentation of your career. Let's jump right in!

Key roles and responsibilities of HR in an organization

Before we even touch on the high-impact world of HR presentations, it's crucial to lay down some fundamentals. Let's get to know the unsung heroes of any organization: the HR department. What makes them tick? What challenges do they tackle every day?

What does HR do?

HR isn't just a department; it's the backbone of an organization.

They wear many hats, starting with recruitment , where they scour the talent pool to bring in the best fit for the company. Following recruitment, the HR team shifts its focus to onboarding , which is all about integrating new hires into the company culture and operations.

Compensation and benefits are next on the list, comprising both financial rewards and non-monetary perks that help retain valuable employees. HR also takes the lead in fostering employee relations to ensure a positive and productive work environment.

Last but certainly not least, they spearhead training and development initiatives to equip employees for future roles and responsibilities.

Here is a guide on recruitment presentation .

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies. - Lawrence Bossidy

What is an HR presentation? (HR management presentation)

An HR presentation is not your run-of-the-mill PowerPoint. It's an essential tool for HR professionals to communicate various HR initiatives, processes, and metrics in an organized and engaging manner. If done professionally, it can hold the attention of your audience and effectively deliver your key messages.

Common presentations prepared by HR

Ah, presentations—the bread and butter of corporate communication.

But wait, don't yawn just yet!

When it comes to HR, presentations are far more than a set of slides; they're dynamic tools that serve a plethora of purposes. They’re the vehicles HR professionals use to download key information into the minds of employees and management. From introducing new hires to the company culture to navigating the intricate web of HR metrics, these presentations are vital cogs in the organizational machine.

Let's break down the "Oscars" of HR presentations, shall we?

Employee onboarding presentations

Imagine the first day at a new job. Exciting yet nerve-wracking, right? Employee onboarding presentations are like the welcome mat at the front door. They cover the company's history, values, and workplace safety, setting the tone for a newbie's journey.

Company culture presentations

If your organization has a personality, this is where it shines. Company culture presentations dig deep into what makes your workplace tick—its mission, values, and environment. It's like a backstage pass into the ethos of the company.

HR strategy presentations

Pop quiz: Who listens to the HR strategy presentations ? That's right—senior leadership. Here, you lay out your grand plan for the year, complete with all the nitty-gritty details on workforce trends and best practices. Consider it your HR manifesto.

Performance management presentations

Alright, managers, gather around. This one's for you. These presentations teach you how to set goals, conduct performance reviews, and give constructive feedback. In other words, they're the rulebook for how to keep your team in top shape.

Training and development presentations

Who doesn't love leveling up? These presentations focus on the XP points of the corporate world—training and development opportunities. They cover everything from training resources to tailored development plans.

Benefits presentations

Ah, the siren call of "perks." Benefits presentations are detailed brochures of what the company offers besides a paycheck. Health insurance, retirement plans, and oh-so-precious PTO—it's all here.

Diversity and inclusion presentations

In a world where diversity and inclusion aren't just buzzwords but necessities, these presentations are the HR equivalent of a TED Talk. They cover unconscious bias, microaggressions, and how to be a good ally.

Employee engagement presentations

Feel like your team's morale needs a boost? These presentations get down to the brass tacks of what keeps employees ticking, from satisfaction surveys to recognition programs.

Change management presentations

Change is the only constant, they say. Well, these presentations are your guidebook on how to manage it. They cover the process of change, effective communication strategies, and employee support mechanisms.

So why are these presentations so pivotal? First off, they're informative, chock-full of valuable information that guides employees and management alike. Secondly, they're strategic, aligning HR department goals with organizational objectives. And don't forget engagement; a well-structured presentation can hold the attention of your audience, facilitating a better understanding and retention of crucial data. If you're an HR professional, you know the magic isn't just in the message but also in how you deliver it.

How to structure an effective HR presentation

An effective HR presentation is not just about stuffing slides with bullet points and charts. It requires a well-thought-out structure.

Not all HR presentations are created equal. Depending on the type, the architecture of your PowerPoint can be as different as chalk and cheese. You wouldn't bring a spatula to a swordfight, would you? Similarly, the structure for a new-hire onboarding presentation is going to look quite different from, say, an HR Strategy Presentation .

Presentation types dictate structure

First things first—your presentation's structure must be tailored to its purpose. For instance, a New hire onboarding presentation should include slides on the company overview, employee policies, code of conduct, and other foundational elements that guide a new employee's journey.

On the other hand, HR strategy presentations are like the "financial quarter reports" of the HR world. Your audience is typically the top brass, and you're expected to present slides related to budgets, future hiring projections, and workforce trends. Don't forget those important charts and graphs that visualize your strategic aims and KPIs.

And let's not overlook Employee benefits presentations . These require slides discussing employee perks, healthcare plans, retirement benefits, and paid time off. In a way, you're acting like a salesperson, making the "benefits" package as enticing as possible to your internal audience.

Feel like diving deeper? Navigate to the specific HR presentation types linked above to explore the unique structure for each.

Tips for crafting awesome slides

Whether you're laying out the corporate welcome mat or spilling the company's future tea, your slides need to be top-notch. Here's how you can polish them:

Design : Make use of high-quality, brand-approved designs. Your slides should be visually engaging without being overwhelming.
Font & text : Choose readable fonts and keep your text crisp and to the point. Remember, less is often more.
Visual elements : Spice up your slides with charts, graphs, and other visual aids. These can serve to break up the text and make your points more digestible.
Customize : Adapt your slides to your audience's specific needs and expectations. Whether you're speaking to new hires or senior execs, tailor your content accordingly.

If the thought of crafting these different types of presentations seems daunting, take a breath. Prezent has got you covered. With features like real-time sharing, a variety of storylines, and brand-approved designs, Prezent streamlines the presentation-making process. You can create tailored, impactful presentations that resonate with your audience, saving time and ensuring brand consistency.

Do's and don'ts of an HR presentation

Before you dash off to dazzle your audience, let's tap the brakes for a sec and chat about some road signs on your presentation highway—your do's and don'ts. Trust me, understanding these can make the difference between an ovation and a snooze-fest.

Rehearse : Knowing your material inside-out will make you a confident presenter. Your audience will thank you for it.
Use templates : A well-designed PowerPoint template can save you time and ensure consistency. And if you're looking for the crème de la crème of templates, platforms like Prezent offer a wide range of brand-approved options.
Engage your audience : Use interactive elements like polls or Q&A sessions to break the fourth wall and get your audience involved.
Provide feedback : Encourage the audience to share their thoughts and opinions. Constructive dialogue only adds value.

Don'ts

Avoid overloading slides : Too much information can be overwhelming. Aim for clarity, not confusion.
Don't read from the slides : This isn't storytime at the library. Your audience can read; they're looking to you for elaboration.
Steer clear of jargon : Unless you're trying to win a corporate buzzword bingo game, keep it simple.
No last-minute changes : Spontaneity may spice up a first date but can derail a presentation. Stick to the plan.

Remember, even the fanciest slides won't save you if you're not prepared. Preparation is key! So, go ahead and knock 'em dead, but not literally, okay?

Summarizing key takeaways

HR presentations can make or break your credibility in the department. And no, this isn't an episode of a reality TV show, although the drama levels might feel similar. From the structure to the visual elements and engagement strategies, every aspect plays a vital role.

Frequently asked questions

1. what presentation tools can hr managers use to streamline their workflow.

HR managers have an array of presentation tools at their disposal. For traditionalists who are comfortable with PowerPoints , Microsoft's offering remains a stalwart choice. For those looking for real-time collaboration, Google Slides is an excellent option. Don't forget Keynote for Apple aficionados. Additionally, platforms like Prezent specialize in providing editable slide templates that help HR professionals save time and maintain brand consistency.

2. How do I choose the right diagrams and graphics for my HR presentation?

Choosing the right diagrams and graphics is essential for capturing your audience's attention and conveying information effectively. A rule of thumb is to use diagrams that simplify complex processes or relationships, making them easier to understand. Diagrams can be especially useful in HR projects that involve workflow processes or organizational hierarchies. Presentation graphics should align with the overall theme and should serve to illustrate or emphasize key points rather than distract.

3. What are some best practices for virtual HR presentations?

Virtual presentations have their own set of challenges, from ensuring everyone can connect to engaging an audience you can't see. First, make sure all your slides are easily viewable in a digital format—this may mean limiting text and focusing more on visual elements. Use interactive features like polls or Q&A sessions to engage your audience. Remember, you're not just sharing information; you're facilitating a conversation. Don't underestimate the power of a well-placed pause or the use of humor to keep people engaged. Virtual tools also offer the advantage of being able to record and distribute the presentation for later viewing.

4. How can a PPT dashboard help HR leaders in employee evaluation?

PowerPoint (PPT) dashboards are invaluable tools that empower HR leaders to track key performance indicators (KPIs) relevant to employee evaluation. For instance, a well-designed dashboard can display productivity metrics, attendance records, and even results from periodic assessments. When you're presenting this data, especially in annual meetings with other department heads or the CFO, it helps to have all these essential metrics showcased in one easily digestible format.

5. How can design teams incorporate SHRM guidelines into new employee onboarding decks?

The Society for Human Resource Management (SHRM) provides a host of guidelines that can be invaluable in the HR area, especially when it comes to new employee onboarding. Design teams can create onboarding decks that incorporate SHRM's recommendations for legal compliance, employee engagement, and benefits information. This not only ensures that the deck covers all the bases but also meets team needs for compliance and quality engagement.

Here is a comprehensive guide on roles and responsibilities presentation .

Create your HR presentation with Prezent

Tired of outdated PowerPoint slides that do more harm than good? Say hello to Prezent, your one-stop solution for HR presentations. With Prezent, you'll have access to 50+ storylines and 35,000+ slides that are 100% on-brand and compliant. Plus, you can save 70% of your time and reduce communication costs by 60%.

‍ Some features that might interest you!

Audience preferences: Create a professional presentation tailored to your audience.
Real-Time sharing: Enable instant sharing and collaboration within your HR team.
Overnight presentation service : Submit by 5:30 PM PST and get a polished presentation by 9:30 AM the next day.

So why settle for less when you can have the best? With Prezent, your HR presentation will be nothing short of a masterpiece.

There you go, folks! Hopefully, you've been armed with the info you need to wow your audience. Now, go out there and make some HR magic happen—or at least a PowerPoint that won't put people to sleep. Cheers!

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What's the Best Way to Present HR Analytics? 15+ Expert Tips

As an HR professional, you have access to people data that can be used to transform culture and kickstart engagement. Through HR analytics and reporting, you can unite departments and empower people to do their best work. Sounds pretty great, right?

But if all that HR data lives in siloes, change will be slow and decisions will be made without all the facts.

That’s where HR analytics presentations come in. With an effective HR presentation, you can package all that good HR analysis into a powerful story that persuades company leaders and positively influences decision-making..

Read on to discover pro tips on building presentations with your HR analytics, including advice from experienced HR pros and tips from BambooHR's in-house team of expert graphic designers. Through data, reporting , and effective HR presentations, you’ll be able to secure your seat at the table when it comes to strategic decision-making.

4 Fundamentals of HR Analytics Presentations

Align the presentation with company goals.

Simply put, your leadership team needs to know that the HR data you’re presenting on will impact the company’s goals and overall mission. Try to connect each data point to a key objective. For example, if one of your company’s initiatives is to improve employee retention , you can speak to employee satisfaction and how it directly affects that initiative.

Include The Financial Impact of HR

Money talks. When possible, include dollars and cents as they relate to overall financial goals. What’s the cost of labor for each employee? How much could the company save on office space if more employees went fully remote?

Build The Presentation Around The Key Takeaway

HR manager Jenny Wells expressed the importance of defining key takeaways. She says, “I try to structure HR presentations by always starting with what I want the audience to take away from it.” At the end of her talk, she makes a point to circle back.

Tailor The Presentation To Your Audience

The HR analysis should be relevant to the audience you’re presenting to. Put yourself in the shoes of your audience and ask yourself these questions: Why do I care? What can I do about it? For example, your finance team may find more value in compensation trends, where your managers might want to dive deeper into performance metrics.

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Best Practices for Using Visuals in HR Analytics Presentations

A picture is worth a thousand words—and that's especially true when it comes to HR presentations.

Any HR analysis is likely chock-full of people data, and people data means numbers. You’ll not only better tell the story of the HR impact by using visual strategies in your presentation, but you’ll tell it in a way that your audience can understand.

To make sure your message hits home, consider incorporating the following best practices into your HR analytics slides:

Keep it simple. If your audience is trying to read a block of text on your slides, they’re likely not listening to the verbal part of your presentation. Keep the amount of words to a minimum, and prioritize key takeaways on your slides.
Add visual interest. Illustrate your main points through data visualizations such as pie charts, graphs, flows charts, images, and videos. These will help engage your audience and make your HR data more digestible.
Use visual hierarchy. The gist of visual hierarchy: Make the most important information bigger, bolder, and in contrast to less important information. You can accomplish this by using fonts, colors, shapes, and more. Read up on the fundamentals of visual hierarchy here .
Weave in some humor . HR data may fire you up, but the standard HR analysis might not be quite as exciting to others in your organization. Adding a dose of humor can really help bring the message home. Perhaps you can kick it off by providing a funny video, image, meme, or quote that pertains to your topic. (Just be sure it’s office-appropriate.)
Provide short snippets . Avoid providing too much information, and use bullet points and numbered lists to make your HR presentation short and sweet. You may know ten reasons why an organization should make the switch to e-signatures , but you’ll want to limit your points to four or five. When in doubt, include hyperlinks to additional information for the people who may want or need more context.

Free Download: Make Your Data Shine.

Linking people data to business outcomes is a critical measure of how your business is performing and a way for HR to show up as strategic players.

5 Methods for Engaging Employees in Your HR Analysis

It’s not always easy to get a roomful of employees involved and engaged. Try using these tips to increase audience participation and attention so your people can absorb the information they need.

Arrange Discussion Groups

“Pairing people for discussions and forming small groups really helps all people participate,” says Stan Kimer, an HR consultant with more than 30 years in the field.

Small groups allow your audience to dive deep into the HR data you’re presenting, and a discussion format encourages deeper critical thinking. Consider giving each small group discussion questions to kickstart the conversation.

Reward Participation

HR consultant Joshua Evans recommends not only facilitating participation, but rewarding it: “Work to involve the audience by asking non-rhetorical questions, playing games, or even offering prizes for participation.”

Vary Your Presentation Style

You probably don’t love the idea of staring at a screen for an hour, right? Neither does your audience. Alternate between slides, discussion, activities, and hands-on education to keep your audience engaged.

Develop Interactive Materials and Handouts

To hold the attention of your audience, consider adding a handout to your presentation where they can take notes and write down any questions. You could also incorporate some fun, short quizzes or surveys to which your audience can respond online using virtual tools such as Poll Everywhere .

Bonus Tip: Handouts double as tangible resources for attendees to look back on at their convenience.

Work The Room

One thing our experts all agreed on: stepping away from the whiteboard to engage with the audience. Moving around the room is a great way to capture attention and is much more effective than staying in one location and lecturing from a single spot.

For virtual audiences, online whiteboards like Miro, Mural, and Stormboard are engaging and Zoom-friendly.

How to Measure the Success of an HR Analytics Presentation

As with anything in work and life, understanding the success of your HR presentation will help you improve future HR reporting and pinpoint any action items that came from the presentation. Here are some strategies to measure the success of an HR presentation:

Use Surveys & Evaluations

Several experts suggest ending your presentation with a short questionnaire or evaluation. Here are some sample questions to include in your survey:

Did you learn something new from this presentation?
Do you have any follow-up action items after attending this presentation?
What are your key takeaways from this presentation?

For full participation, make your surveys quick and easy. You could even conduct a brief evaluation using a mobile survey app , so everyone can use their smartphones to provide feedback on the spot.

Schedule time to speak with your attendees afterward to get a feel for how well they absorbed the information.

You can frame this in terms of interaction in order to give you an in to follow up: “I wanted to follow up on your question about ____ in the HR presentation. Do you have any additional questions?” or “I noticed you didn’t get a chance to ask your questions during the HR presentation. Is there anything I can dive deeper into for you?”

Seek Hard Metrics

You can also try to measure the success of your HR presentation using hard metrics. For example, if your presentation was about career development opportunities, you could measure how many employees participated in development initiatives like leadership training or tuition reimbursement.

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HR Management Slides and HR Management Tools

Presentation skills for HR Managers: What you need to have

Many people think that presentation skills for HR managers are subpar and not a primary necessity. However, an HR manager needs to be able to deliver a presentation well. It’s more than just communicating it’s more than just communicating the slides or reading the notes. To deliver a presentation well, the manager needs to have the necessary skills.

Must-Have Presentation Skills for an HR Manager

Each person can have their ideas on how to deliver a presentation. But they also need to consider what the audience is thinking. Terms of HR managers, they have more audience than just the employees. Sometimes, they also need to present their reports to the higher-ups or even a prominent sponsor. Therefore, they need to have these five skills as follows:

1. Confident

Confidence may not come out in a day, but everyone can be confident enough to speak in public. As a manager, they need to speak in front of their team, the directors, as well as the employees. Being able to take the right position based on the audience is also part of having the right confidence.

Being confident also means putting trust in others. When the HR manager has to deliver a presentation it means that the topic is big enough since the manager addresses it. Therefore, it requires teamwork from the people who confide in and trust each other.

A confident presenter will share a positive vibe with the audience. They can be an effective communicator and efficiently induce respect from others. One thing to keep in mind is how being confident can be synonymous with being arrogant. This is a task that one has to tackle to gain the trust of others at a professional level.

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2. can read the room.

Not everyone has the skill to read the room. Being sensitive to the situation is also necessary during a presentation. This is crucial because it helps the presentation to stay engaging. While delivering the presentation, the manager needs to know when the audience is getting bored or need refreshment.

Some people may say that one needs to be an empath to be sensitive enough to read the mood. But everyone can read this skill and apply it accordingly. Reading the room means understanding when to change the tones of the presentation. It’s all about accommodating the audience as well as keeping the momentum going.

A manager who can’t read the room will either continue with the presentation as if nothing happened. They are also likely to be distracted by the weird mood and start getting off-topic.

3. Good Sense of Humor

A good laugh is crucial for everyone, especially during a presentation. When delivering a topic, the manager needs to include some jokes to light up the mood. But of course, timing and delivery make all of the difference.

A presentation with too many laughs will not be effective in delivering the topic. The same goes for a dry, monotone, and boring presentation. However, since everyone has a different sense of humor and the capacity to understand one, it’s best to start with small jokes.

A picture or pun between the slides can be a good point to showcase one’s sense of humor. Another option is to write the pun in a short paper and read it out loud after the presentation.

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4. Articulate

What’s the point of presenting when the audience can’t hear your words well? However, being articulate is also about clarity and conciseness when delivering the presentation.

It’s common knowledge that some people are even willing to hire a coach to help them with public speaking. After all, speaking in public is very different than in a smaller group. Good enough consonants, clear vowels, and precise enunciation for each word can make a difference.

Being articulate means more audience will pay attention to what you have to say. You don’t have to repeat the same words multiple times. It also will reduce the audience who ask for unclear points. Therefore, the presentation can go smoothly with minimum interruptions.

5. Attentive

The final skill is being attentive. At a glance, being attentive is similar with able to read the room. But they are two different things. Reading the room means recognizing the mood to help you perfect the delivery. While being attentive is all about ensuring the audience that you hear them.

This skill is mostly usable during the Q&A session where the presenter needs to listen to the questions carefully. However, it doesn’t mean that being attentive has no other use during a presentation without Q&A.

An attentive manager will captivate the audience because they will think and feel impressed by the delivery. In short, anything the manager says will receive positive feedback from the audience.

Addressing the Negative Trait

Of course, everyone has negative traits that may show up during a presentation. It can be impatience, ignorance, and even being careless with the clock. While these traits may exist, they must stay hidden during public speaking.

It’s important to keep one’s composure during a presentation. Focusing on the topic of the best delivery will help everyone to keep their patience and generate adoration from others.

Despite the early dismissal and overlooked, presentation skills for HR managers are crucial to have. These skills will drive the manager to become a better leader and inspire the employees. As they will get to experience the interaction with kids in the summer.

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Dive into this journey towards mastering effective communication skills for PPT presentations . In today's fast-paced workplace, effective communication is key. And for HR managers, mastering presentation skills is paramount. This article delves into the vital role of clear communication in fostering workplace harmony. It also outlines the significance of honing PPT presentation skills for HR managers .

Get ready to explore actionable tips and techniques designed to enhance your ability to convey ideas with confidence and impact. Get ready to navigate the landscape of workplace communication, empowering HR managers to excel in delivering compelling presentations that drive results.

Effective communication isn't just about talking. It's also about listening. Pay attention to your audience's reactions and feedback during the presentation. Adapt your message and delivery based on their responses to ensure engagement and resonance. Understanding their needs and concerns allows you to tailor your presentation for maximum impact.

Non-verbal Communication Cues and Body Language

Non-verbal cues, such as facial expressions, gestures, and posture, play a significant role in communication. Maintain eye contact with your audience to establish rapport and convey confidence. Use gestures to emphasize key points and keep your body language open and inviting. Your non-verbal communication should complement your verbal message, enhancing clarity and effectiveness.

Effective communication skills in PPT presentations are essential for delivering engaging and impactful PowerPoint slides. By focusing on clear articulation, active listening, and mastering non-verbal cues, you can captivate your audience and deliver lasting presentations.

Part II: Key Components of PPT Presentation Skills for HR Managers

Crafting impactful PowerPoint (PPT) presentations requires more than just assembling slides. As HR managers, mastering presentation skills is essential for effectively conveying information and engaging your audience. Let's explore the key components of PPT presentations for HR managers.

Structuring Compelling Narratives and Content

Begin by crafting a compelling narrative that captures your audience's attention. Structure your presentation logically, with a clear introduction, body, and conclusion. Use storytelling techniques to make your content relatable and memorable. This ensures your message resonates with your audience long after the presentation ends.

Utilizing Visual Aids Effectively

Visual aids, such as images, charts, and graphs, can enhance understanding and retention of information. Incorporate relevant visuals to complement your verbal message and reinforce key points. Keep slides uncluttered and visually appealing. Use concise text and high-quality graphics to maintain audience focus. Visuals should support your narrative without overwhelming or distracting from your message.

Engaging the Audience through Interactive Techniques

Foster active engagement by incorporating interactive elements into your presentation. Encourage audience participation through polls, Q&A sessions, or interactive exercises. Create opportunities for dialogue and collaboration. This allows attendees to contribute their insights and perspectives. Involving the audience in the presentation process creates a more dynamic and memorable experience.

Despite the importance of effective presentation skills, HR managers often encounter various challenges in the design process.

Time Constraints in Creating Engaging Presentations

HR managers juggle multiple responsibilities and deadlines. This situation leads to limited time for presentation design. Balancing daily tasks with the need to create compelling presentations can be challenging. Then, it results in rushed or incomplete designs that may fail to engage the audience effectively.

Struggles with Content Creation and Template Design

Developing relevant and impactful content can be daunting, especially when faced with limited resources or expertise in design. HR managers may struggle to find the right balance between informative content and visually appealing design. This leads to presentations that lack cohesion or fail to convey key messages effectively.

Need for Innovative Solutions to Streamline the Presentation Process

Traditional presentation design methods may no longer suffice in today's fast-paced digital landscape. HR managers seek innovative solutions that streamline the presentation process. It allows for efficient creation and customization of professional-looking slides. Embracing technology-driven tools and platforms can help HR managers overcome these challenges. It also helps in delivering engaging presentations with ease.

Mastering presentation skills is essential for HR managers. By using innovative solutions like AI presentation generators, HR managers can easily relay their message effectively.

Part III. Wondershare Presentory: An AI-Powered Presentation Generator

Is creating presentations from scratch something you're sick of? This section will introduce Wondershare Presentory , a game-changing artificial intelligence presentation generator. If you need to make a professional-looking presentation quickly, Presentory is what you need.

Thanks to its cutting-edge AI technology, Presentory makes creating presentations a breeze. You can concentrate on providing meaningful content without worrying about design and formatting. Users are able to create PowerPoint presentations complete with graphics, text, formatting, and more.

The online version of this AI Presentation Generator has some incredible features that you should check out:

High efficiency. You can finally put down the PowerPoint and get a life. Presentory's AI will take care of the rest. All you have to do is input your preferred theme and the important details. It is ideal for students and working professionals with hectic schedules who value efficiency.
Personalized design. Customizable layout recommendations and templates can help set you apart from the rest. Make your presentation stand out from the crowd using Presentory's graphic styles.
Content optimization suggestions. Are you uncertain about the impact of your content? Improve your presentation's credibility and impact using Presentory's optimization ideas.
Ease of use. Presentory's streamlined operation procedure and user-friendly interface make it simple to produce presentations effortlessly at a professional level.
Integration of resources. Presentory's AI technology makes it easy to search for external resources, i.e., AI graphics. These can help enhance visual effects and enrich your content.

Presentory also has a desktop edition that you may check out if the online version isn't enough. What follows is a list of the desktop version's additional features:

Innovative for education. Effortlessly include multimedia and dynamic effects into your educational materials to elevate them. Learn how to make jaw-dropping presentations by perusing AI-generated projects.
Easy knowledge sharing. Differentiate yourself from the competition by showcasing your knowledge in captivating presentations. Maximize audience engagement with tailored, visually stunning content with Presentory's broad resources.
Powerful for businesses. Presentory will give your company presentations a boost. Make training materials and reports that have an impact. You can easily present your ideas in online meetings with a single click. Presentory makes it easy to rearrange any element on your screen.

Check out this guide below and discover how easy it is to use Presentory:

Step 1: Go to the official website of Wondershare Presentory in your web browser. Start your presentation on your browser by clicking the ONLINE button, then select Create Presentation AI .

Step 2: Then, on the newly opened page, select Begin with a topic if you're stuck on ideas for your presentation. After you've entered the subject into the search box on the next page, click Continue .

Tip: You may also use the Paste your text option to use the content you have prepared for your project.

Step 4: Click Continue to move forward if the automatically created outline is OK with you. In any case, you can obtain a new reply by clicking Regenerate .

Tip: To save your AI-generated content as a txt file, click the " Download " icon.

Step 5: On the following screen, choose a presentation template for your canvas. When you're ready to go, hit the Generating button.

Step 6: A presentation of your choice will then be generated. Give the presentation a review and edit it as you see fit. The tools on the right panel allow you to customize the Theme , Layout , and Content of each page. The left panel, on the other hand, will enable you to rearrange your presentation pages.

Step 7: Click the Share button to export your presentation after editing it. Choose either PDF or Powerpoint as its format, then click Export presentation .

Get presentations that look like they took an hour instead of just minutes. You may save time and effort with Presentory's innovative AI technology. Presentory provides all the tools necessary for anyone—student, professional, educator, or business owner—to fascinate and wow their audience.

In this guide for PPT presentation skills for HR managers , you learned that being an expert in communication is vital to conveying messages effectively. To streamline the presentation process and enhance productivity, consider exploring Wondershare Presentory, an innovative AI Presentation Generator. By leveraging tools like Presentory, HR managers can easily create engaging presentations, saving time and effort.

Clear communication and compelling presentations are key to engaging your audience and driving meaningful outcomes in the workplace. Embrace these skills and explore new tools. Continue refining your presentation prowess to excel as an HR manager.

Why Every HR Professional Should Have These Presentation Skills

By: Gabrielle Reed

The role of the modern-day HR professional within a company or organization is expansive and multifaceted. Writer Ruth Mayhew described the function of an HR department in terms of 6 primary functions: recruitment, safety, employee relations, compensation and benefits, compliance, and training and development. Using the 4 quadrant system from our proprietary Badge assessment , I analyzed the presentation skills for HR professionals of today to become master communicators.

Many HR professionals would probably score high in exploration since their jobs require them to constantly survey their environments and industry to remain in accordance with legal codes and to effectively complete the candidate recruitment process. Individuals within human resources departments conduct several tasks that reveal their ability to survey a group of people and tailor programs to organization and employee expectations.

1. Researching latest trends, new tools, and changing laws

As an HR employee, keeping up with employment standards and comparing them against a company’s practices is essential to determining success and compliance. Presentation skills in research and preparation are advanced when an individual places emphasis on the statistics and data to support proposals.

2. Organizing appropriate employee-centered programs

If an HR professional succeeds in Exploration, he or she will develop structured and comprehensive programs in areas related to culture, compensation, and benefits. The HR employee typically cares about the environment that is created through company policy and strives to meet the needs of both employer and employee. Forming content based on the audience is a true sign of expert Exploration.

HR employees have to convey ideas on a frequent basis, therefore, their score in this category would hinge on their capacity to carry out the following job functions:

1. Relaying important messages at critical junctures

From new employee orientations to skills development efforts and safety trainings, those in human resources are responsible for communicating clear concepts and information. An employee’s performance is, in many ways, tied to the HR department’s method of delivering the key message and explicit direction.

2. Writing precise copy for job postings

In some instances, an in-house HR staff member handles the recruitment of candidates for job listings – even from the initial creation of the position description. Sharing correct details helps manage candidate expectations and ensure that your company is attracting the people with the most potential. A thorough HR professional might email the copy to relevant peers to double check for accuracy and correct intent.

Not everyone can like you, but getting a positive response in any situation requires presentations skills in delivery and storytelling.

1. Interpreting feedback and solving issues

When responding to employee disputes or other workforce problems, an HR staff member who scores highly in the Response quadrant of Badge will demonstrate a servant’s heart. He or she will listen to all sides of the story and formulate a just solution. He or she will serve as a guide to new team members and veterans – showing interest and concern for well-being.

2. Facilitating efficiency through summary

The quicker we communicate messages, the quicker we solve problems. HR professionals with a distinguished background of presentation skills will begin and end conversations by stating their 3 main points. Repetition of the main ideas – especially at the conclusion of any communication – puts the HR employee in command of comprehension.

To produce a message that stands the test of time, human resources exhibits presentation skills like promoting core ideas, presenting concepts with energy and excitement, and evaluating impact through interviews and questionnaires.

1. Aligning company vision across all sectors

For an organization to run properly, the goals and overall vision have to be repeated through every action within every area – marketing, sales, HR, and more. HR must advance a durable message that spans disciplines and work types. For example, distributing handouts and various materials reinforces values and objectives.

2. Inspiring staff to achieve growth

The HR department engages in their own trainings to enhance productivity and transform company culture for the better. In addition, it works with other departments to enable all sectors of the business to gain skills.

Want to improve your presentation skills? Wondering where to start? Check out some of our most popular presentation training posts!

A Comprehensive Guide to Presentation Research

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8 Presentation Skills Every HR Professional Should Have

The HR department of any organization is the glue that holds the firm together. The department is endowed with the most crucial tasks that are expansive and dynamic. From disseminating important information to hiring the workforce that builds the business, human resource members need to be on their toes to juggle between tasks and ensure the smooth functioning of the organization.

Thus, we have shortlisted the top eight presentation skills that make the best HR staff and why they need them. Take a look!

1. Research and Information Dissemination

HR employees are required to research new hiring trends and maintain employment standards. To propose a new policy or a plan for the company’s growth, HR executives must back it up with data and statistics in their presentations. Here, good research skills can help them ace the game!

With good information dissemination skills, HR managers can provide information to their employees in an equitable and accessible manner and help them accept changes without resistance. This information can be anything – employee guidelines, changes in workplace policies , new amendments in the behavior book, etc.

2. Master the Art of Communication

If we total the number of tasks that require effective communication from an HR employee, we’ll probably fall short of fingers to count on. Be it handling recruitments, crafting job postings, or conducting interviews, an HR member needs excellent communication skills for flawless management. Here are the three communication skills that are must-haves for HR employees –

3. Visual Communication Skills

With great visual communication skills, an HR personnel can convince people at the will of a hat. It also helps them effectively explain difficult concepts without pushing through piles of documents. This is one of the handiest and most important skill sets an HR employee can learn.

For instance, this skill can be used to explain changes within an organization to its staff members through stunning presentations and captivating graphic designs.

Useful Tip – If you find it burdensome to craft your HR presentations from scratch, you can download a free HR presentation that can help you create stunning slides in the blink of an eye.

4. Verbal Communication Skills

Effective verbal communication can help improve an organization’s working culture and provide better satisfaction to its employees. Verbal communication skills not only assist HRs in resolving grievances and problems of employees but also act as a pillar of reassurance and faith to them.

5. Interpersonal Communication Skills

Good interpersonal skills can ensure great coordination among teams and yield better productivity. These skills can help build strong relationships between team members.

6. Training Skills

With great training skills, an HR member can ease the task of teaching specific skills and lessons to the workforce. Efficient training skills help HRs bridge the gap between employees’ actual and desired skills, which increases their morale, provides job security, and eventually helps them contribute more towards the organization’s success. Training skills of HRs can be used to strategically reduce absenteeism and employee turnover as well.

7. Active Listening – The Way to Your Employee’s Heart

Active listening is one of the most important skills when it comes to being a great HR personnel. It refers to listening to the speaker with full awareness and trying to understand what is being conveyed.

The main purpose of active listening is to comprehend people and think strategically before responding to them. The key role of the HR department is to maintain employee motivation and help them perform better. This task can only be accomplished if employees are well-listened to and are responded with empathy. This skill set can also help HR members manage disputes among employees, managers, and departments.

8. Progress Reporting

Progress reporting acts as a reality check and helps evaluate qualitative as well as quantitative information about employees of an organization. These skills help HR executives provide feedback to employees about their performances and furnish information about the scope of improvement.

The Human Resource department is the backbone of a firm’s existence. Due to innumerable responsibilities endowed upon it, it is vital that HR members continuously learn, master, and execute new skills. It will help them grow personally as well as professionally and take their organization to greater heights.

About the Author: Editor's Choice

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Presentation Skills for HR Managers

Presenting a topic or talk may seem like an easy thing to do, especially with the help of PowerPoint slides. Many feel that it’s just about preparing the slides with relevant information, stand in front of an audience and present.

But what makes a good presentation goes beyond that. Unfortunately, many miss the finer points in presenting that will make a big difference between a good and a bad presentation. To deliver a good presentation, there are many things to consider but there are three main elements that make up a good presentation:

1. Content 2. Design 3. Delivery

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Why is good presentation important? Because presentation is delivered when the speaker has something to say, an ineffective presentation will be a waste of everyone’s time and may even affect the speaker’s reputation and credibility.

How is good presentation important to HR managers? With a good and effective presentation, especially for HR managers, it can help to boost the audience’s understanding on a certain topic and also allow the HR managers to connect with more people.

HR managers tend to be naturally affable and a people’s person, so it’s easier sometimes for them to deliver a good presentation. However even with this natural gift of affability, there are HR managers who make the common mistakes during presentations. A good presentation is important to HR managers because when used correctly, it allows the HR manager to convey his or her idea effectively and also leave an impact on the audience to understand and remember the topic that was presented.

Content A good content is always important than fancy looking PowerPoint presentation slides. Content that is relevant and important to the audience tend to leave greater impact than something that is old or repetitive. Having said that, HR managers can still turn a well-known topic into something that is interesting provided he or she uses all the right techniques in presenting as well as prepare the presentation the best he or she can.

A HR manager should study and understand the content of his or her presentation so it will not sound awkward. Once a manager understand what the content is and how to make it interesting and relevant, it will be easier for him or her to develop good content.

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Design It’s easy to get carried away when you have many options of animation, colors, graphics and WordArt to choose from. A lot of people, HR managers included, made the mistake of thinking that the audience won’t feel bored if there were different fonts and graphics used. It is entertaining to see swirling words and fading out photos but it’s also distracting. Audience will concentrate more on the animations than they do on the content of the slides or worse, lose focus on what the speaker is saying.

Animations, graphics and graphs or charts need to be used sparingly so as to add emphasis but not over the top that they cause distraction.

Delivery A bad delivery will make even the most well prepared presentation futile. And a mediocre presentation slides can be effective if the speaker delivers the presentation in the right way. Delivery techniques like pace, tone, body language, movement and engagement are important during presentation. These techniques must be a conscious act through iterative process until it becomes natural, if it doesn’t come naturally to some people. Perfecting delivery techniques is important to ensure the presentation will be an effective one.

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14 Crucial HR Skills, Competencies & Qualifications

You found our list of top HR skills & competencies .

HR skills are capabilities that help human resource professionals carry out key responsibilities. Examples include interpersonal skills, recruiting, and effective communication. These elements are also known as “human resources skills” and “skills for HR.”

These abilities can include executive skills . Reading HR books , HR blogs , recruiting books and change management books can help professionals develop these skills. You can also attend HR conferences .

This list includes:

skills required for hr
human resources qualifications and skills
hr competencies
hr manager skills
hr skills for resumes
hr operations skills
hr technical skills
hr key skills

Here is everything you need to know.

List of HR skills & competencies

From emotional intelligence to conflict resolution, here is a list of key competencies for human resource professionals.

1. Interpersonal skills

Interpersonal skills are the most important HR soft skills. After all, the first part of human resources is “human.” The bulk of a human resource officer’s job is interacting with employees. Often, HR staff are the first company representatives potential employees meet during the hiring process, and making a positive impression is important. The department serves as a voice for the organization and an employee advocate . These individuals greatly influence the company culture, and can help employees feel safe and welcome within the organization.

Human resources should be professional, yet approachable. These individuals should be able to chat with coworkers about non-work topics while not prying too far into colleagues’ personal lives. HR professionals should show genuine interest and concern for colleagues and build rapport. Interacting with staff is a major part of the job, so HR employees should possess strong social skills.

2. Emotional intelligence

Emotional intelligence, or the ability to accurately identify and respond to emotions, is one of the most valuable HR competencies. Exercising a high EQ enables HR professionals to better understand and bond with employees. Recognizing and acknowledging feelings and experiences often earns HR staff the trust and cooperation of colleagues.

Not to mention, workers are often hesitant to admit their true feelings, or may not even be self-aware enough to recognize them. An emotionally-savvy HR professional can pinpoint the emotional drivers behind behaviors and get to the root of the issue quickly. Also, emotional intelligence makes professionals more mindful of their own reactions and feelings, and helps them respond to situations more level-headedly.

HR teammates can use online personality tests to get a baseline reading of their emotional intelligence.

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3. Confidentiality

Maintaining confidentiality is one of the most important HR skills. The human resources department is privy to sensitive information like employees’ personal records and details, performance evaluations, and payroll information. Employees sometimes confide personal issues such as medical problems, family disputes, or unstable living situations. Plus, HR is often the first department to know about major organizational changes.

Most conversations that occur in the HR department are private and should stay private. Guarding secrets builds trust and confidence, enabling human resource officers to continue serving their organizations effectively.

4. Active listening

The HR department are the ears of the organization. Human resources hears employees’ questions, and concerns. These team members solicit feedback from staff through employee engagement surveys . When personal or professional problems arise, teammates seek HR’s council.

There are two main reasons human resource staff should employ active listening. First, HR often needs to document conversations, and paying close attention helps them write detailed reports. Second, the practice makes employees feel heard and valued. Workers will respect HR more if they feel that human resource officers care about their problems.

Being fully present in the conversation can also help human resource staff pick up on nonverbal cues. By reading between the lines of a conversation, HR pros can more quickly diagnose and treat problems.

5. Event organizing

Since HR professionals tend to be in charge of employee engagement campaigns , event organizing skills come in handy. Human resources plans company programming such as:

Holiday parties
Lunch and learns
Health fairs
Team building activities and outings
Company retreats
Staff appreciation days
Recruitment fairs

HR should know how to organize vendors and materials, design a schedule, build buzz and solicit signups, and run the show. Proactive event planners also gather feedback from staff post-event and use the information to improve the process.

You can use event management software to assist you.

6. Recruiting

Recruiting is a specific skill set, not just a job. HR professionals know how to write compelling job postings, attract and screen qualified candidates, conduct interviews, and make hiring decisions. Good recruiters collaborate with the hiring department to create solid hiring criteria. These individuals build pools of promising applicants by leveraging social media, company events, and referral networks. HR professionals know how to use tools like applicant tracking systems and understand hiring best practices. These individuals have honed timing down to a perfect science. The best HR managers know how to pace the interview process and when to extend an offer. Talented recruiters know how to evaluate candidates on multiple levels such as technical prowess, attitude, and culture fit.

You can use applicant tracking systems to assist the process.

7. Conflict resolution

One of human resource’s main functions is to resolve company disputes. The department often mediates arguments between teammates. HR’s responsibility is to give employees a safe space to work through issues and to help staff find workable fixes. The human resources crew should know how to de-escalate tension, encourage active listening, steer the conversation towards solutions, and negotiate compromise. HR fosters dialogue and gives each party ample time to explain their case. Effective mediators stay alert for underlying causes of disagreement and explore those points as they arise.

Here is a list of conflict resolution activities to try, and here is a list of books on conflict resolution skills .

8. Communication

Communication skills are one of the HR core competencies. Human resources speaks to every member of the organization. These individuals take part in the interview process and welcome employees during orientation. HR professionals send mass emails about health insurance enrolment, cultural events, and wellness initiatives. These team members answer questions and mediate conflicts. Human resources also gives presentations and workshops. Having good conversational, public speaking, and written communication skills is key. HR professionals should know how to communicate professionally with empathy and warmth.

9. Objectivity and critical thinking

Workplace conflicts cause strong emotions, especially when threats to livelihoods are present. The involved parties usually feel justified in their actions, and both will claim that they are right. As humans, we are all subject to assumptions, biases, and feelings. In fairness to all employees and the organization, human resource professionals must overcome these urges. It is important not to jump to conclusions, and to make judgments based on evidence rather than claims. Human resources should present a neutral front and avoid projecting any hints of favoritism.

Objectivity and critical thinking are one of the most important HR supervisor skills. Directors must often make tough decisions, such as disciplining employees or creating company wide policies. The HR officer’s duty is to remain calm, think clearly, and approach the problem from a solution-oriented standpoint. This team member’s decisions happen on a macro level, and they must consider multiple perspectives and factors and imagine long-reaching consequences.

10. Analytical capabilities

When thinking of careers that crunch numbers and study data, human resources probably ranks low on most folks’ lists. Actually, HR has many analytical components. The ability to collect and analyze data is one of the most important resource management skills. HR needs to anticipate hiring needs, monitor employee attribution, and develop employee retention strategies. HR managers need to strike a balance between staffing needs and budgets. Also, human resources should be able to measure employee engagement and optimize organizational performance. All of these tasks require the ability to gather and interpret information.

There are many metrics HR staff can use to measure the health of their organization and the results of their efforts. However, these tools are only useful if HR has the know-how to read and react to the data.

11. Research and continued learning

The human resources industry involves various laws and best practices. These regulations and standards change as corporate culture and society evolve. HR staff who want to remain at the top of their field must have research skills and the desire to keep learning. Human resource professionals of all levels should keep updated on industry trends and shifting regulations. As leaders, it is especially important for human resource managers and officers to stay informed. Keeping current with industry knowledge helps HR professionals manage compliance and better serve their organizations.

12. Team building skills

Human resource folks are connectors. These individuals foster workplace friendships by planning fun socials and bring different departments together by hosting company wide events. The human resource department is responsible for company culture and unity. To achieve these goals, HR professionals must have great team building skills. HR has the task of transforming employees into teammates. When planning events, HR encourages interaction and teamwork. These team members know how to navigate conflicts and create accepting and empowering environments.

While department and project managers oversee individual teams, HR has the role of making the entire company feel like teammates. Not to mention, HR often coaches managers in the art of team building. Supervisors might be knowledgeable in their areas, but new to team management. HR are experts that can teach leaders the skills needed to form and guide strong teams.

For more information, check out our guide to team building skills and this one with tips for team building .

13. Administrative skills

HR is an administrative-heavy job. The HR department is responsible for collecting and storing vital employee information such as contact information, social security numbers, banking information, health insurance information, payroll data, and performance reviews. Not to mention, there are many compliance requirements departments must meet. Human resource management requires good organizational and filing skills and data entry and management skills. Precise records prevent delays and discrepancies that inconvenience employees. Maintaining accurate systems helps the company function smoothly and avoid penalties or fines.

14. Technical skills

Technical skills are increasingly important for HR managers. You may need to use online communication platforms, or tools for tracking employee performance or engagement. The best way to learn technology is to actually use it.

Here is a list of common HR software tools .

Most HR jobs ask for a degree in a related field. However, a human resources degree is not the only requirement for performing the role effectively. Human resource professionals also need a special set of skills to excel in their roles. By honing these abilities, HR professionals can better serve organizations and employees. While these traits come naturally to some folks, skills are buildable and there is room for continual improvement.

Next, see our similar list of executive assistant skills .

We also have a list of human resource outsourcing companies and this list of the best professional employer organizations .

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FAQ: HR skills & competencies

Here are answers to common questions about HR skills and competencies.

What are HR skills and competencies?

HR skills and competencies are capabilities that enable human resources professionals to complete their duties effectively. Examples of HR abilities include active listening, event organizing, objectivity, and team building skills.

What are the top HR competencies?

The top HR competencies include interpersonal skills, conflict resolution, communication, and administrative skills.

What are the HR skills of the future?

HR automation and software are becoming more commonplace, and technical skills are in high demand. At the same time, while HR is more digital, empathy is still important. Among calls for better diversity and inclusion at work, the ability to consider and reconcile differing perspectives will be a valuable commodity in the HR field in coming years.

How can I improve my human resources skills?

On-the-job experience is the surest way of developing human resources skills. As you navigate day-to-day responsibilities, you will grow more confident and adept. Other means of improving HR areas include taking courses, reading books and articles, using HR tools and software, and practicing conversational skills with coworkers, family, and friends.

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Marketing Coordinator at teambuilding.com. Team building content expert. Angela has a Master of Fine Arts in Creative Writing and worked as a community manager with Yelp to plan events for businesses.

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13 Useful Presentation Topics for Human Resources

By: Author Shrot Katewa

As an HR head, you might be invited to many forums, conferences, and board rooms to discuss burning topics that are being debated within your community.

We think there is surely room for more and more presentations to be made and points to be discussed within this space. So, today we share with you some ideas that you can read, discuss and develop for your next PowerPoint presentation.

So, let’s dive right into the topics directly –

A Quick Note Before We Begin – if you want to make jaw-dropping presentations, I would recommend using one of these Presentation Designs . The best part is – it is only $16.5 a month, but you get to download and use as many presentation designs as you like! I personally use it from time-to-time, and it makes my task of making beautiful presentations really quick and easy!

1. Employee well-being

The role that employee health and well-being play in the success of an organization is something that cannot be doubted. Yet, we do not see enough debate around how a healthy body and mind is good for business as well.

Using this topic we would encourage HR heads, students, and professors to discuss how such policies with respect to employee well-being should be framed, how business functions should be rewarded for promoting employee well-being.

It would be a great topic for starting an organizational behavior discussion as well.

2. Digitalization in HR practices

We all acknowledge that the digitalization of processes and systems is something no function can escape from – including HR. Do you agree that technology has a role to play in HR? Or do you believe that the role of the ‘human’ here is more important to focus on than automation of HR practices?

Either way, this is a great topic to take off from and talk about how HR as a function has been impacted by technology over the years, and what possibly will it look like 5 to 10 years hence.

3. Role of Employee Mental Health

A goal-focused approach, having a mindset for success, an enhanced focus for better productivity — these are aspects that many a time we talk to employees about. However, how do you develop a healthy mind that is not stressed and anxious? A mindset that actually wants to succeed but isn’t feeling pressured.

We think HR departments have a great opportunity in expounding on the critical need for investing in mental health and providing good counseling opportunities across levels. A great presentation topic at any forum for sure!

4. Importance of Learning and Development

Now, this has always been a top favorite amongst HR practitioners.

There is no doubt that the need to learn and upskill employees is a crucial aspect in today’s ever-increasing VUCA world. Globalization has ensured that one can learn both online and offline from experts.

It would be interesting to showcase your thoughts and present how training resources are being assigned. The presentation can also include how HR teams are adapting to the ever more nuanced learning needs of their people.

5. Dispute Resolution among Employees

We are human and so it is obvious that there shall be disagreements. In fact, disagreements are often encouraged to ensure that good ideas on the table become even better! We see HR heads presenting this topic with examples and anecdotes from their work lives.

Also, as a presentation topic, it can extend to offline case studies that can be discussed event after a workshop. There is a possibility that at times you have seen that a dispute is highly subjective – for example when it comes to interpretation say of a gesture, culturally it can be a genuine mistake.

So go ahead make this presentation topic as engaging and interactive as you like it!

6. Secrets of a Happy Workplace

We all want to work at an organization where we feel motivated, engaged, and safe. However, what goes behind in building and maintaining such a happy workplace?

Is it when you have an employee-first approach or is it when it is about a customer-first approach? Do HR and management value the same thing?

These are all pointers that we think your PowerPoint presentation can touch upon. There is enough research out there that supports both points of view. So go happy presenting!

7. How to Attract Millennials to your Workplace?

Now, this is another great presentation topic – and one that many people would like an answer to!

Millennials have a reputation that they are either too distracted or disloyal to stick to an organization. However, recent surveys suggest that all they need is a purpose-driven organization. If they can identify with your cause, they actually are quite a loyal bunch!

As an HR practitioner your role in attracting and retaining such talent, and the role of the CEO in providing this enabling environment can well be a good presentation topic for your next HR board meeting.

8. Creating an Engaged Workforce

Engaged workforce as a presentation topic works very well at all levels.

You have an opportunity over here to talk about a variety of aspects that go into engaging your workforce such as progressive and inclusive policies, diversity management, the role of sports, off-sites, etc.

You might want to stress certain productivity numbers that the industry has experienced when working with an engaged workforce. We believe that this topic can go as niche or wide as you would prefer.

9. Open Offices – boon or bane?

HR teams across the world have often been sold the concept of open offices over closed cabin environments.

It seems logical that the more open the office, the less the hierarchy. Yet does that also mean more distraction, less productivity?

This is a presentation topic that can help you open up a lot of room for an active discussion with your audience. Is there a formula for success to open offices? Why do some industries or sectors have more success w.r.t to these open formats?

Again as an HR head or student, you would have unique experiences that will make for a great presentation.

10. Encouraging a work-life balance at a startup

Start-up culture is something that still is a hot topic at most HR seminars. It is usually this unique time in an organization where the organization is still figuring out what suits its employees best.

HR professionals can use this PowerPoint presentation topic to both share and invite ideas on how work-balance can be maintained, and what is needed in their organizations as they move along the growth curve.

11. Employee Volunteering – Role of HR or CSR?

Another great topic is the role volunteering plays in an organization and which team really needs to front this. Since Corporate Social Responsibility teams are often merged with the Communication teams there can be a difference in the approach.

HR heads have an opportunity here to dissect their role as employee engagement custodians and how & if they see volunteering as part of this mandate.

12. Importance of an Ethics Committee

Do you need an ethics committee for your organization? Usually, well yes! However, is the firm at too nascent a stage for such a ‘committee’? Can it work via an ombudsperson? Do you need a formal whistle-blower policy?

All these topics can come together within this presentation topic and make it worthy of a discussion across board rooms. We believe that HR heads have another great topic here for making their voice heard!

13. Job Rotation and its contribution to Employee Growth

The industrial revolution showcased how employee productivity grew if people repeated a task often. It was stated that this reduced the chances of errors and in fact, is what led to the whole 6 sigma quality and productivity concept. Yet, is this concept relevant now?

As an HR head you can ponder on why this has worked but even how in this digital age, and reducing attention spans, employees are seeking to learn new skills.

Your presentation can cover how job rotation can lead to, for example. better talent development and retention. Worth your time!

So there you have it. There is a lot to talk about when we need to share something useful on human resources. I would like you to consider these topics only as a conversation starter and build up from the brief pointers that we have mentioned. I also hope that you find the above topics really something that you can use and is effective in your business setting. Do let us know your thoughts in the comments below.

Our goal on this blog is to create content that helps YOU create fantastic presentations; especially if you have never been a designer. We’ve started our blog with non-designers in mind, and we have got some amazing content on our site to help YOU design better.

If you have any topics in mind that you would want us to write about, be sure to drop us a comment below. In case you need us to work with you and improve the design of your presentation, write to us on [email protected] . Our team will be happy to help you with your requirements.

Lastly, your contribution can make this world a better place for presentations . All you have to do is simply share this blog in your network and help other fellow non-designers with their designs!

Presentations

Utilizing Independent Contractors and Other Gig Workers Training

This sample presentation is intended for delivery to individuals who hire and manage workers. It is designed to be presented by an individual who has knowledge of the law and best practices regarding independent contractor/gig worker classification.

Recognizing Hidden Bias

This sample presentation is intended for delivery to supervisors and other individuals who manage employees. It is designed to be presented by an individual who has knowledge of the concepts and best practices regarding unconscious bias in the workplace.

Documenting Employment Actions

This sample presentation is intended for presentation to supervisors and other individuals who manage employees. It is designed to be presented by an individual who is knowledgeable in both proper documentation and the employer's policy and practices.

Conducting Performance Appraisals Training

This sample presentation is designed to be presented by an individual who has knowledge of the employer's performance management and appraisal programs.

Confronting Workplace Bullying

This sample presentation provides training on what workplace bullying is and how to prevent it.

Recommended by SHRM

HR Daily Newsletter

New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

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Manager Skills

Mastering Management

10 Qualities of Successful HR Managers

The most important quality for a Human Resources manager to master is effective communication. It is impossible for a human resources manager to provide the right leadership for their company to succeed if they do not have a clear understanding of the qualities of successful HR managers.

Successful HR managers are individuals who are skilled at fulfilling a wide variety of functions. HR managers effectively encourage their staff to be helpful resources to all employees .

Today, we’re going to take a look at the top 10 qualities of successful HR managers .

How do you master the necessary skills to excel in this role?

Table of Contents

1. Knowledge and Expertise In HR

A successful HR manager will have a firm educational foundation regarding the functions of human resources .

In addition to having a bachelor’s degree and master’s degree, an HR manager must display a willingness to remain abreast of the latest trends, best practices, and ethics in their profession , which requires dedication and discipline.

It is with this expertise and knowledge that they will contend with the daily challenges that arise in any organization and show the top qualities of successful HR managers.

2. Engaging Presentation Skills

An excellent presenter is an individual who can capture their audience’s attention, maintain their engagement, deliver the message in a positive and effective manner . Effective presenters are lively and engaging .

Presentation skills are particularly important qualities of successful HR managers. They must conduct training sessions for new employees and present a wide variety of information to management on all levels.

Written presentation materials must be effectively written , have proper grammar and punctuation , and deliver a concise message – all while holding the reader’s attention.

3. Ability to Multitask

On an average workday, an HR manager must deal with many diverse tasks. One minute you’re helping investigate an employee’s personal complaint. Next, you need to answer a maternity leave question while working to get back to your main task, developing an effective recruiting strategy for a difficult-to-fill position.

In human resources, if it is not one problem, then it is another . Every employee has issues that are important to them. A company’s needs and priorities are constantly shifting and evolving .

Manager Bob needs someone hired immediately and he doesn’t seem to care if you’re already helping Manager Sue with another problem. You need to be able to handle both problems – at the same time .

4. Be Able to Deal With “Gray”

As an HR manager, you will be surprised at the number of issues you deal with that fall into “the gray area”. Is it harassment ? Was it discrimination? How do you define “reasonable” accommodation? How much time are you willing to devote to securing intermittent leave for an employee?

Human resource managers are often required to make decisions on the “best available” (read: incomplete) information and they must possess the wisdom to know when they should seek advice from lawyers, experts, or fellow HR professionals.

5. Strong Sense of Ethics

In a similar fashion, HR managers often serve as the conscious of an organization . When it comes to following company policies and maintaining confidential information, you must have a strong sense of ethics .

In order to effectively do your job, you must earn the trust of both employees and managers. Discretion and honesty are two critical qualities of successful HR managers.

6. Strong Communication Skills

A key skill that all HR managers must have is the ability to communicate with both employers and employees . First, your written and oral communication skills must be clear , concise, and effective to individuals on all levels of the organization.

Effective communication will sometimes include negotiation . When conflicts arise between co-workers or management and employees, an HR manager must assist both sides in finding a middle ground , so a compromise can be reached.

7. Leadership Abilities

As an HR director, you are a leader – not a business partner . You must be at the forefront of all your company does. First off, there is no instruction booklet, and second, there are no benchmarks to measure yourself against.

If your organization is the first to be trying something new in your industry, it will be difficult, and there will be a certain amount of risk involved. However, these are chances you must be willing to take. Leadership is one of the defining qualities of successful HR managers

8. Ability to Motivate Others

The only effective workforce is a motivated one . You must understand what does and does not motivate your employees . Motivation is one of the most valuable qualities of successful HR managers. It is not about just offering incentives – it is about creating sustainable reasons to maintain a quality of work and to foster employees’ belief in the organization’s cause and their team.

In particular, you must be able to successfully motivate your managers, who in turn, will motivate the employees under them.

9. Strong Conflict Management Skills

Dealing with conflict is never pleasant. Conflicts within the workplace will generally do one of two things:

a.) work themselves out

b. ) be blown out of proportion .

As a human resources manager , it will be up to you to employ your critical thinking skills to appropriately manage the conflict.

You must gather all pertinent information, pinpoint the issue, devise possible solutions, and then negotiate a compromise . Although conflicts are natural, you must have the right skills and abilities to ensure that your office runs smoothly .

10. Courage

There will be times when your career calls for you to stand firmly in the face of fierce opposition. You may have to conduct layoffs or oppose poor ideas from management.

When faced with unpopular decisions or actions, you must be able to stand firm in your convictions and beliefs regarding what is best for your organization .

These ten qualities of successful HR managers are crucial for the modern-day professional. In the last ten years , a number of businesses have faced hard times, and while the recession has officially ended, the road to recovery will not be a smooth one.

This is going to take a toll on all of your employees. A human resources manager with the aforementioned attributes will have the skills needed to successfully guide, support, and help their employees, which will ultimately pave the way for your organization’s success.

Sharing is Caring

CAREER GUIDES

HR Manager Overview
HR Manager Career Path
How to Become a HR Manager
HR Manager Interview Questions
HR Manager Resume
HR Manager Cover Letter
HR Manager Skills
HR Manager Salary
HR Manager Job Description
HR Specialist vs. HR Manager
Human Resources Career Path
HR Resume Examples
HR Situational interview Questions
HR Operations Interview Questions
HR Operations Skills
Human Resources Intern Overview
HR Intern Resume
How to Become an HR Intern
HR Intern Job Description
HR Intern Skills
HR Intern Interview Questions
HR Assistant Overview
HR Assistant Cover Letter
How to Write an HR Assistant Resume
HR Assistant Job Description
HR Assistant Salary
HR Assistant Interview Questions
HR Specialist Overview
How to Write an HR Specialist Resume
HR Specialist Skills
HR Specialist Interview Questions
HR Specialist Salary
HR Specialist vs. HR Generalist
HR Specialist Cover Letter
Human Resources Administrator Overview
HR Administrator Salary
HR Administrator Job Description
HR Administrator Resume
How to Become an Human Resources Administrator
Human Resources Administrator Skills
HR Coordinator Overview
How to Become an HR Coordinator
HR Coordinator Interview Questions
HR Coordinator Skills
HR Coordinator Job Description
HR Coordinator Salary
HR Coordinator Resume
HR Generalist Overview
HR Generalist Career Path
How to Become an HR Generalist
HR Generalist Salary
HR Generalist Job Description
HR Generalist Skills
HR Generalist Interview Questions
HR Generalist Resume
HR Generalist Cover Letter
HR Generalist vs. HR Administrator
HR Generalist Behavioral Interview Questions
HR Operations Manager Overview
HR Operations Manager Salary
HR Operations Job Description Examples
HR Operations Specialist Overview
HR Operations Specialist Salary
Senior HR Manager Overview
Senior HR Manager Salary
Senior HR Manager Job Description
Onboarding Specialist Overview
HR Onboarding Specialist Job Description
Onboarding Specialist Interview Questions
Onboarding Specialist Salary
HRIS Analyst Overview
HR Analyst Career Path
HRIS Analyst Career Path
How to Become an HRIS Analyst
HRIS Analyst Interview Questions
HR Analyst Job Description
HR Analyst Salary
HR Business Overview
HR Business Partner Career Path
HR Business Partner Skills
HR Business Partner Interview Questions
How to Become an HR Business Partner
HR Business Partner Salary
HR Business Partner Job Description
HR Business Partner Resume
HR Business Partner Cover Letter
Google HR Business Partner Interview Questions
HR Business Partner Behavioral Interview Questions
HR Business Partner Model
Senior HR Business Partner Overview
Senior HR Business Partner Salary
Senior HR Business Partner Job Description
Human Resources Director Overview
How to Become an HR Director
HR Director Skills
HR Director Interview Questions
HR Director Salary
HR Director vs HR Manager
HR Director Cover Letter
HR Director Resume
Director of People Overview
How to Become a Director of People
Director of People Skills
HR Executive Overview
HR Executive Skills
How to Become an HR Executive
HR Executive Interview Questions
HR Executive Job Description
HR Executive Resume
HR Executive Cover Letter
VP of HR Overview
How to Become a VP of HR
How to Write a VP of HR Resume
VP of HR Skills
VP of HR Job Description
VP of HR Salary
Change Champion Overview
Change Manager Overview
Operational Change Manager Overview
How to Become a Change Manager
Change Manager Salary
Change Management Interview Questions
Change Manager Skills
Change Manager Job Description
Change Manager vs. Project Manager
HR Consultant Overview
HR Transformation Consultant Overview
HR Technology Consultant Overview
HR Consultant Job Description
Performance Management Overview
Employee Performance Metrics
Performance Improvement Plan
Onboarding Overview
Employee Onboarding Checklist
Talent Management Overview
9 Box Talent Review Grid
Best Behaviorally Anchored Rating Scale
Skill Matrix
Job Evaluation Methods
Full Life Cycle Recruiting
HRIS Systems
Performance Management Software
Employee Onboarding Software
HCM Software
HR Analytics Software
Change Management Software
Change Management Tools
HR Analytics Overview
People Analytics Overview
HR Metrics Dashboard Examples
Predictive Analytics in HR
Employee Turnover Rate
Employee Engagement Overview
Employee Appreciation Ideas
Employee Incentive Programs
Team Building Activities
Turnover Rate
Employee Misconduct
What is Employee Feedback?
Positive Employee Feedback
Employee Exit Interview Questions
HR Training Overview
Diversity, Inclusion, and Belonging Overview
Inclusion vs Diversity
Diversity and Inclusion Training Programs
Diversity and Inclusion Mission Statement
Diversity and Inclusion Discussion Topics
Diversity and Inclusion Survey Questions
Diversity and Inclusion Initiatives
Discrimination Training Programs
Best Sensitivity Training Programs
Sexual Harassment Prevention Training Programs
HR Certifications
Human Resources Management Certification
Diversity and Inclusion Certification
HR Generalist Certification
HR Business Partner Certification
Diversity and Inclusion Certification Harvard
Cornell University Diversity Certification
SHRM Certification CP and SCP
Strategic Human Resource Management Overview
Organizational Design
Leadership Development Plan
Leadership Competencies
HR Scorecard
HR Operations
HR Policies
HR Audit Overview
HR Audit Checklist
Payroll Tax Holiday
Flexible Benefits Overview
Employee Assistance Programs
Time Off Request Form
Bereavement Leave
Sabbatical Leave
How to Calculate Fringe Benefits
Fringe Benefits Examples
Flexible Benefits Examples
Disadvantages of Flexible Benefits
How to Implement Flexible Benefits
Benefits Specialist Overview
Benefits Coordinator Overview
Interview Appointment Letter Templates
Verification of Employment Letter Templates
Employee Handbook Templates
Letter of Recommendation for Employee Template
Termination Letter Templates
Incident Report Template
New Hire Paperwork Templates
Exit Interview Template Examples

Home › HR Career Path › What Does an Human Resources Manager Do? › 5 Essential HR Manager Skills in 2024

5 Essential HR Manager Skills in 2024

HR manager is an essential role of any organization or company. The skills of an HR manager include the ability to oversee employee relations, talent recruitment, and workforce training. But they also take part in conflict resolution, administration, and human resource program development.

Due to the nature of the job, HR managers must possess a diverse set of skills, including communication skills, management skills, and organizational skills, to manage the team in an effective way.

Since it’s a unique combination of hard and soft skills, a good HR manager takes courses throughout their career to hone the business skills they need. If you’re interested in learning more about human resource manager skills via video, then watch below. Otherwise, skip ahead.

Unlike other human resources professionals, human resources managers are the ones responsible for how things work out. Thus, they must keep a cool head to make calculated decisions.

Essential HR Manager Skills in 2024

Besides the usual skills they need, such as leadership, hiring talent, onboarding new hires, and conflict management, we’ll list the essential skills they need in 2024 to supervise successful business management.

1. Empathy as the Key Skill for Human Resource Managers

In 2020, many employees dealt with stress, frustration, and uncertainty due to Covid-19. According to The Center on Budget and Policy Priorities data, the unemployment rate in April 2020 hit a level last time seen in the 1930s.

For human resource managers, that meant handling issues that weren’t as prominent just half a year ago while struggling with similar problems. But by including empathy in their leadership HR skills, many HR leaders found a way to develop a plan to maintain the needed employee performance.

It’s the leader’s job to know what their workers are going through in their careers. Instead of acting like average employers, managers can develop a healthy workplace by sharing their experiences.

This will become even more important for human resources management in 2024 and beyond. As companies recover, they will need HR professionals who can lead and do necessary training and development that’s different from a couple of years ago.

Candidates should be onboarded in a strategic way. The same goes for conducting a talent interview, measuring performance, and even checking an average resume.

Although managers don’t conduct the interview or do resume checks, they need to have the ability to communicate with the HR assistant or HR generalist doing the job. Human resources managers emphasize with existing co-workers to hire the right, new talent. If the leadership crumbles, everything else follows.

Since all HR professionals work with humans, empathy is one of the essential skills (HR). But this becomes even more crucial for managers leading the team.

2. Emotional Intelligence & Understanding When Things Go Wrong or Right

Although somewhat related to the previous ability, having strong emotional intelligence is more than proper communication with employees. According to a study, managers and employers with strong emotional intelligence tend to have better leadership skills that yield better financial and productive results.

Uncertain times require laser-sharp decision-making and professional management skills. This means that it’s important to have the skill to recognize positive moments, the same as the negative.

When the employee morale is low, acknowledging even the slightest positive bump becomes a vital skill in the leader’s arsenal.

Managers already have countless tasks to deal with, including securing sensitive information, managing HR software, and acting as the communication bridge between the workforce and organization or business higher-ups. But it’s a key part of the job to develop and maintain a productive workplace.

HR professionals need to not only manage their productivity but the efficiency of their employees as well—that’s where emotional intelligence takes a pivotal part alongside other HR skills.

Even before 2020, human resources had to deal with uncertainty throughout their career. But the anxiety ramped up with many jobs moving online, and it will take time to recover in 2024 and beyond. To become successful, human resources management needs to have leaders who’ll lead by personal example.

It all boils down to how long the recovery will last. Will an adapting program, some organizations, and companies will recover sooner than others.

3. Developing & Implementing DEI Policies

Diversity and inclusion are other matters that became more prominent in 2020. When it comes to hiring, compensation, benefits, and overall approach a company has both outside and inside the HR field. If you’re looking to master the diversity and inclusion, don’t forget to check out our top-rated diversity and inclusion certification course:

Vigorous DEI policies create security for employees, making them more productive and they develop more confidence not just in their career but in the company as well.

With that said, it is tricky to create a strategic DEI program that works for everybody. A young talent knocking on the door with a resume can have a different view than current employees. Similarly, one HR professional can also have a different opinion than another.

But data does show that inclusive companies and employers have 120% more chances to hit financial goals than those that aren’t.

In a way, 2024 is the starting point for refurbishing HR skills towards that. HR professionals who know how to collect sensitive information from their employees will have a much better overview of required tasks. This goes back to solid communication skills and empathy.

Employees who do not trust employers won’t share the information or, even worse, they’ll share wrong information, jeopardizing the company’s performance and relations.

But a professional human resource manager with the right HR skills will communicate in an effective way and develop a program that implements the data into practice.

Human resources professionals need to sync up with the personal and emotional tides of their employees and the new recruits.

It’s still uncharted waters, so an HR professional doesn’t want to engage in a DEI policy development that might go outdated a year later. But that’s where genuine management and skills take part.

By collecting the correct data, training, and reading between the lines of a resume, everybody can benefit. HR professionals take pride in acknowledging issues before they happen, and employees feel more comfortable, even if they are working remotely and online.

DEI training and development is the key to success in 2024, and creating a strategic approach that benefits everybody will result in more significant financial profit.

4. Using Business Intelligence Tools in Human Resources

It’s the manager who makes key calls and prepares the playing field for employee tasks, recruitment, and sometimes even how substantial an employee compensation can become. Same as managers rip the rewards due to their human resource skills, they also take the hit if, for example, a hire goes wrong.

AI has been making its way into every part of human resource management. AI can accelerate hiring, training, onboarding candidates, resume analysis, and payroll management.

While some HR professionals fear AI’s efficiency, others develop skills that make their job easier. Instead of looking at it as fewer work opportunities, AI-supported decision-making can release tension in management.

Many human resources skills might indeed become redundant, but it is also true that new job opportunities and related skills will arise.

Check out this top-rated HR management certification designed by experienced HR professionals who are into the field for decades:

According to a study on AI’s impact on human resource management, AI will benefit HR professionals because a business will have the ability to make better organizational decisions.

AI allows candidates to present their skills in an enhanced way. Instead of going through perpetual submissions of the same information, both talents and management can become more efficient. It also reflects on creating more transparent communication between the employees and the company.

Furthermore, a company can create a better skill training program, ensuring that a candidate starts their job earlier.

This means for HR managers that the human resources skills they employ will have to change as well. Instead of making decisions based on experience, they will decide based on the mixture of experience and cold AI data.

The key is that although AI has superior information collecting and organizational skills, that isn’t enough to connect with employees. The human resources department must be able to act as a bridge between the data and the employees.

When conducting online recruitment, AI is faster at locating key resume points, but it’s the HR professional who needs to make the hire.

The human-machine relationship redefines how an organization does business, but it depends on the manager’s HR skills and how beneficial the shift will become.

5. Adapting Human Resources Skills to Remote Work

Whether it’s an IT business or a health organization, everybody had to move a portion of their work online. While some organizations struggle, some found a way to make the most out of remote work.

It’s fascinating to think about how remote work changed human resource management. Although an unpleasant surprise, many employers realized that their employees are as efficient from home as they are in the office.

Although required skills are the same in the field of human resources, HR workers need to fine-tune each skill one way or the other. For an human resource manager, it changes the way they engage with employees and communicate. Software that wasn’t necessary before became a required skill.

Since remote work is here to stay, an HR professional needs to have the ability to maintain efficiency, even if they can’t interact with employees on-site.

Measuring employee performance and doing recruitment, while still the key to success, is easier to overlook than before. This can leave an unprepared manager lost if they don’t have the skills or knowledge to do their job in an efficient way.

To stay effective, HR managers need to learn how to exploit their existing knowledge in the new environment. Otherwise, they’ll end up overlooking key parts of the new digital workspace.

Apart from the above-mentioned technical skills, here’s a list of what skills are important for success in human resource that a human resource manager must exhibit:

Communication skills
Organizational skills
Finance skills
R&D skills
Proactive skills
Mentoring and coaching skills
Administrative skills
Management skills

As clear from the name, HR managers need to be able to manage their HR team in a proficient way so no disturbance or disruptions arise in the HR department.

If you are inexperienced in Human Resources and are looking to break into an HR Intern role, we recommend taking our HR Certification Courses , where you will learn how to build your skillset in human resources internship, build your human resources network, craft an excellent HR resume, and create a successful job search strategy that lands you a sought-after HR Internship or Job.

We offer a wide variety of programs and courses built on adaptive curriculum and led by leading industry experts.

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Become a Certified HR Manager. The HR Management Certification helps to demonstrate knowledge and skills in best practices for managing employees, handling disciplinary action, and other important aspects of the job.

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Presentation skills for hr managers

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Presentation Skills for HR Managers

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You can download these excellent slides at :

www.HR-Management-Slides.com

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1. Developing Great CONTENT

2. Preparing Great DESIGN

3. Conducting Great DELIVERY

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Three Elements of Great Presentation

Great Presentation !

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Developing Great CONTENT

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Steps in Preparing Content

Analyzing Your Audience

Gathering Relevant Data & Information

Converting Your Data into an Outline

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• Knowledge level

• Attitude – how do they feel about the topic?

• Demographic Information – this may include the age, gender, culture, and language of the audience members

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• Before you start your research to gather relevant information, there are three questions should be considered :

• What do I want my audience to gain?

• What might they already know about my topic?

• What is the objective of the presentation?

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Converting Your Information into an Outline

• There are three steps to creating an outline :

1. Determine the outline style

2. Group your raw data

3. Arrange into outline format

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Outline Style

Chronological Shows events in order as they occurred

Takes the audience on a journey through a flowing presentation

States the problem, the why’s, your solution, and a summary

States the cause and explains the effect(s)

Problem/ Solution

Cause/ Effect

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Topical Divides the general topic into several subtopics

Uses some or all of the what, who, where, when, why, and how questions

Journalistic Questions

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Outline Format

Introduction

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• Introductions

• Should include an agenda and clarify the goals and objectives of your presentation.

• Can include an overview of a situation, a statement of the current situation of the organization, or a recap of history.

• Can use the strategies that help an introduction get attention: a quote, a question, humor, a creative image, an anecdote, or a sharing of emotions.

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• Body• Chronological• Narrative• Problem/Solution• Cause/Effect• Topical• Journalistic Question

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• Conclusion

• Summarize the main points of your presentation

• Provide closure, and leave an impression

• Can consist of recommendations, future directions, next steps to take, and so forth

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Building Great DESIGN

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Presentation Design

Key Rules when Creating Bulleted Text:

• Use one concept per slide

• Use key words and phrases

• Make your bullet points consistent in structure

• Capitalize properly – capitalize the first letter of the first word only

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Three Keys of Great Design

1. Layout2. Consistency3. Color

Great Slide Presentation

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• Consider your layout to be like the skeleton of your presentation….Just as our skeleton support our bodies, your layout should support your message and provide structure.

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Consistency

2. Consistency• You must be consistent in the following design elements:

• Your placement of text and images

• Your fonts style and sizes

• Your background

• The sytle and treatment of your imagery

• Your charts

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3. Color• Use high contrast to increase legibility (e.g., black text

on clear and yellow on dark blue)

• Colors should not clash – they should have a high degree of harmony

• Avoid clutter by using no more than four colors

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Consistent Fonts

• The two main classifications of fonts are serif and sans serif fonts

• Serif fonts have small flourishes extending from the main strokes of each letter (examples : Times New Roman, Book Antiqua, Bookman Olds Style, Garamond). Sans serif don’t; they are straight and clean (examples : Arial, Verdana, Helvetica)

• Sans serif fonts are best suited for electronic presentations

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Tips for Planning Great Slides

• Use slides sparingly. Avoid the overuse of slides or unnecessary slides.

• Make slide pictorial. Graphs, flowcharts, etc., all give the viewer an insight that would otherwise require many words.

• Make text and numbers legible. Minimum font size for most room set-ups is 20 pt.

• Make pictures and diagrams easy to see.

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Design Guidelines

This is better

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Effective Charts and Graphs

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Avoid slide like this one……

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Conducting Great DELIVERY

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Delivering Your Presentation

Language Usage

Body Language

Great Delivery

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Managing Your Voice

• Try to sound natural, so your rhythm and tone is appropriate to the message you are delivering

• Develop three important qualities:

• Intonation

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Avoid to speak in monotone. Put more feeling into your voice and make it livelier by changes in your intonation.

Speak loudly enough to reach all the members audience without overpowering those closest to you.

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For most of us, this is natural – except when we are nervous or excited. Practice, and you can figure out what sounds natural and appropriate for the points you are making.

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• When you speak, convey confidence and show interest in what you’re presenting. Speak with feeling.

• Use short sentences and short, simple words.

• Speak slowly and clearly enough that everyone in your audience can understand every word.

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• If possible, “work the room and work the audience”

• Move appropriately and with purpose – don’t move simply because you’re nervous

• Your movements should be natural and support your words and the rest of your presentation

• Don’t move constantly. Pause for effect. Stand still to make an important point

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• Stand straight, but not stiff. You should radiate energy

• Be relaxed, be casual, but don’t be lazy

• Use your hands, arms and gestures. Just let your body react to how you feel

• Make good eye contact – the rule of thumb for eye contact is three to five seconds per person

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• Do not keep hands in your pockets

• Do not keep hands “handcuffed” behind your back

• Do not keep your arms crossed

• Do not put hands in “fig leaf” position

• Do not wring your hands nervously

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In advance of your presentation

• Practice – a lot. Don’t just think your presentation through : act it out, in front of friends, or family. Time each section of your presentation and develop a schedule.

• Memorize the first two minutes of your presentation, so you breeze on through the time when the butterflies are most active.

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In the hours before presentation

• Think positive thought : visualize yourself feeling at ease with the audience

• Use affirmation (e.g., “I can do this. I am prepared. It will go well”)

• Make sure all the equipment is working properly

• Remember that the people in your audience are human too, just like you. They want you to succeed !

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When you enter the room:

• Focus on making your movements fluid and confident, neither too slow nor too fast

• Find a few friendly faces in the audience, for reassurance

• Smile. Show that you want to be there

• Be yourself

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How to Handle Tough Situations

• Know-it-all – A participant who feels like more of an expert than you.

• Don’t fight it. Involve know-it-alls in your presentation.

• They may have some great information to contribute. Allowing them to participate and share their thoughts will not only show how confident you are, but also help them get more out of your presentation.

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• Unprepared participants – Those who haven’t prepared for the presentation as you requested.

• Be flexible. Take something out of your agenda to allow the group time to get up to speed.

• Keep in mind your overall objective of the presentations.

• Don’t force your agenda; modify it to meet your objective.

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• After-lunch nap time – One of the toughest times to keep people engaged.

• If you have anything to do with planning the lunch selections, go light – and no heavy desserts.

• If you really need to get everyone going again, get out those icebreakers.

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• Non-stop talker – A participant who carries on conversations during the presentation.

• Take a few moments to share what you talked about. This usually makes the talker feel more involved and want to stay engaged and participate with you instead of others.

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Planning for the Questions

• Anticipate the questions that might come up

• Listen carefully to the questioner

• Repeat or rephrase the question

• Answer clearly and concisely

• Go to the next question

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Dealing with Disasters

• You find out that the time allotted has been reduced. At the very worse, you can make your points, support the with the essentials, ask and answer the most likely questions on your list.

• The slide equipment fails. You know then saying, “The show must go on”. Apologize to the audience and then add something like “Now return with me to a distant past, before Powerpoint, when all we had for presentations was our notes and perhaps a blackboard or flipcharts.” Then, make the most of your primitive tools.

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• You tell a joke that falls flat. Ouch! Just shrug your shoulders and apologize: “I am sorry. I got that joke at a Henry Youngman clearance sale.” (You can choose your own comedian).

• You get nervous and flustered and lose track of where you are. Figure out where you are from your slides and notes. If you can’t, just be honest : “My brain has derailed. Who can back me up so I can the on the track again?”

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References/Recommended Further Readings:

1. Jennifer Rotondo and Mike Rotondo, Presentation Skills for Managers, McGraw Hill. You can obtain this excellent book at this link: http://www.amazon.com/Presentation-Skills-Managers-Jennifer-Rotondo/dp/0071379304/ref=pd_bbs_sr_1?ie=UTF8&s=books&qid=1219801273&sr=1-1

2. David A. Whetten and Kim S. Cameron, Developing Management Skills, Harpers Collins Publisher. You can obtain this book at this link: http://www.amazon.com/Developing-Management-Skills-David-Whetten/dp/0131747428/ref=pd_bbs_sr_1?ie=UTF8&s=books&qid=1219801369&sr=1-1

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77 | April 9, 2024

10 Work Skills that Every Manager Should Have Today

Estimated reading time: 4 minutes

I recently published an article about the “ 10 Work Skills Every Employee Should Have Today ” so I thought it would only be fair to talk about manager skills. Managers can learn a lot of things on the job. For example, how to approve timecards or the steps to conducting a legal and effective interview. But there are some skills that organizations want to see in managers before they get the promotion.

So, if you’re an HR professional trying to communicate performance expectations for the management team, this list might be helpful. Or, if you’re an individual who wants to eventually become a manager, think about building on these skills:

Verbal communication . Managers are coaches. They are responsible for setting expectations, providing feedback to employees, conducting training, and offering performance guidance. As such, they need to be able to hold an effective two-way conversation.
Listening . Speaking of effective conversations, I didn’t want to lump this in with verbal communication (above) because it’s far too important. The best managers know when to stop talking and start listening. They also know how to listen with empathy .
Asking questions . I’ve talked in the past about the value of teaching problem solving . Managers should be curious and willing to ask questions (versus assuming they already know the answer). They also need to be open to letting others know when they don’t know something.
Critical Thinking . This is different from asking questions (above). Managers need to know when to think “big picture” and when to focus on details – or both. Good decision making involves knowing when you have the right amount of information – which could be very different – depending on your thinking.
Decision making . Managers should be able to look at a situation and make an assessment about what do to. If they need additional information to make the decision, they can use their communication skills to get what they need.
Written communication . Because all our conversations can’t happen in-person, managers need to have good writing skills so their words will be understood and interpreted correctly. The good news is that today’s technology tools provide opportunities to collaboration and curate Information .
Time management . When managers have too many projects and not enough time, they are forced to prioritize their work. That’s not necessarily a bad thing, except if employees become a low priority. Managers must be able to manage their time and still accomplish their goals – while supporting the needs of their employees.
Customer service . Managers have multiple customers – both internal and external ones. They need to understand who their customers are, what they want, and how to engage them. This will be critical for effective decision making (#5) and time management (#7).
Stress management . It’s very difficult – almost impossible – to tell others how to manage their stressors. What we can do is figure out how to manage our own stress and understand how it impacts others. Managers will not be able to perform at a high level if they allow their stress to impact team performance.
Conflict management . Managers should know how to mediate as well as manage workplace conflict . They should be able to address conflict both in terms of helping others resolve their conflicts AND being willing to defend their position, even if that means disagreeing with their boss or colleagues.

You probably noticed that many of these skills are similar to the ones on the employee list. Totally makes sense. There are skills we expect from every employee regardless of their job title. And with some skills, managers might have an additional responsibility. For example, employees need to have good organizational skills so they can get their work done. Managers need the same … and they need good time management skills to help employees get their work done.

And like the employee list, the skills are very related. If organizations want managers to be effective, they need to help them learn all the skills, not just a handful. In addition, managers need to recognize that these skills will be something they will be working on for a long time. This isn’t a one-training session and we’ve mastered being a manager kind of thing.

Organizations place a lot of responsibilities on their managers. They have to. It’s important to clearly state the performance expectations of the role. Employees who want to be promoted into a manager position need to understand the skills they should demonstrate – and why they need to have them. The more open and transparent organizations are about skills, the more opportunities they can create for employees to develop them .

10 Work Skills Every Employee Should Have Today

Practice Doesn’t Make Perfect

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Reader Interactions

Tabitha Chee says

April 9, 2024 at 9:17 am

As always, I really appreciate what you share. The above skills are very important, and all the more for managers. Especially in the areas of conflict management and stress management, managers often do not know how, or do not want to deal with these situations. How can we, as HR professionals, encourage learning in these areas?

Thank you so much, Sharlyn.

Sharlyn Lauby says

April 9, 2024 at 4:23 pm

Tabitha, thanks for the comment and kind words. We appreciate you!

Your question is a great one. You’ve given me an idea for a future article!

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At a time when the entire job market has been disrupted by layoffs, you’d be surprised at how integral the skills of a good manager are in keeping the company together. While employees moonlight and juggle multiple jobs in fear of losing their main source of income, and others are let go for multiple reasons that aren’t their fault, it falls to a manager to ensure that the work within the company continues without disruption. There are many skills of managers in the business space that safeguard the interests of the organization without disregarding the well-being of the employees, and if you want your organization to make it to the other side, it would be a good idea to invest in helping them develop these skills.

Let’s look at the top 10 management skills that every manager should be equipped with.

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Top 10 Skills of a Good Manager

Trying to duplicate a successful manager’s skills can be simple enough for an organization with the time and resources to inculcate the necessary training over time. More realistically, managers are often given minimal training and charged with the task of leading their subordinates while also handling an extensive list of assignments of their own. With no precedent set for how to guide those under them, many have to invent strategies that aren’t always successful, with no time to rework their approach to the employees.

With the extensive responsibilities assigned to them, there are some skills managers should have or should get the room to develop, in order to do their job to the best of their abilities. Some of the skills of a good manager can be found in potential candidates from the get-go, while the rest can be developed through targeted training. So if you’re looking for a way to improve the productivity at your company, here are some skills to prioritize.

1. Communication Skills

Let’s face it—a majority of a manager’s job description involves the manager having to communicate with multiple employees throughout the day. Whether they have to give feedback to the employee or assign them a new task, the manager’s role in communicating with them correctly is key to how the work gets done. The skills of a good manager are often reflected in how the employees perform and a communicative manager means employees who understand their job.

Communication also features in the list of successful manager skills as the communication style adopted by the manager reflects how employees communicate with each other. Managers who encourage open communication are approachable themselves, but they also inspire employees to be communicative.

2. Emotional Intelligence and Empathy

Among the many skills a manager should have, a high EQ is one that employees appreciate. Managers who are able to understand what an employee is trying to communicate and work with them to arrive at solutions will find employees resolving problems quicker. While the employee’s personal life outside should not interfere with the work done in the organization, an overlap is often inevitable. Punishing employees for this instead of collaborating with them to find a middle ground is unhelpful.

Managers who are high on empathy are also well-placed to understand employee concerns and introduce them to upper management, which employees will appreciate. This creates a workplace built on openness rather than suppression.

3. Trustworthiness

When there is ever a conflict between an employee and a client, the employee often counts on the manager to have their backs and stand by the decision that was taken by the team. Trustworthiness is among the top 10 management skills because it allows employees to be confident in the work that they do and also gives them the strength to work on ideas without worrying that they’ll be left behind when things go awry.

4. Accountability

A successful manager needs to have the necessary skill set to hold employees accountable for their work and also be responsible enough for themselves. The role of a manager involves setting reasonable deadlines for tasks and ensuring the employees have all the resources they need to get the job done. When employees are unable to meet the requirements, managers need to hold them accountable but also understand when the situation isn’t conducive to meeting those deadlines. Managers also take responsibility when the work isn’t going as planned and consider how they can move things forward next.

5. Decision-Making and Critical Thinking

The decision-making skills of managers in business settings are critical to the functioning of an organization. When things don’t work as planned, the leaders get to move resources around to determine the next step and poor decision-making skills can lead to poor results. A manager needs to be able to consider all the information they have and decide the best course of action without wasting time. The manager’s listening and communication skills also come into play here, but they need to be able to learn what the situation has to offer and consider what comes next.

6. Attention to Detail

Regardless of the manager’s job industry, attention to detail is an essential skill every manager should possess. In order to hold others accountable, managers need to have a good understanding of the task first so they can pick out any issues that the employees might have missed. Foresight is equally important as their early planning can help save on time at a later stage.

By developing a detail-oriented mindset, managers can eliminate the need for multiple layers of checks and help get tasks done more quickly.

7. Technical Knowledge

Similar to the previous skill that managers should have, technical knowledge of the work that subordinates are doing is crucial. From the employee’s first day on the job, managers are usually in charge of the onboarding process and they set the pace for all the work that the employee is going to do at the organization. Without technical knowledge of the industry, the employee’s training will remain incomplete and managers will not have the insight to correct them or answer any of their questions when a problem arises.

Every employee constantly needs to update their knowledge about the product and the industry, but it’s especially important for managers to understand the intricacies of the task at hand.

8. Open-Mindedness

When an employee has an idea they want to work on, the only person who can give them the room to explore it is the manager. Open-mindedness is a great skill for a good manager to have as it allows them to be receptive to the conversations employees choose to have with them. Of course, there will be times when they will have to turn down an idea for various reasons like budget constraints or lack of support from the higher-ups. But every once in a while, they might bear witness to something that could really benefit the company. Managers need to be open-minded for employees to feel comfortable enough to bring these ideas to them.

9. Being a Team Player is a Sign of a Good Manager

A manager should be capable of putting the team first in front of their own personal gains when they are put in charge of a collection of individuals who turn to them for advice. Effective managers are able to look at what’s in the best interest of the team as a whole and make choices that support all of them as a whole. Having a team-centric perspective involves understanding each employee on the team and how they figure into the larger collective of the group.

The best managers do not see themselves as above the team or as being better than their subordinates—they learn to value each employee as a central figure in their collective force.

10. Conflict Management Skills

A good manager knows how to be a good person and understands the employees he supervises. They also know when to set firm, non-negotiable boundaries as issues arise. If you’re trying to build up the skills of a good manager in your workforce, one aspect of training that is relatively easy to provide is conflict management. Managers need to be able to put their own personal reservations aside and listen to what employees have to say with an open mind. They need to be able to help the warring employees towards a resolution they both can be at peace with.

Being a good manager is a tough and demanding job—it can take a toll on their mental and physical wellbeing. Among the skills of a good manager that are developed for the workplace, managers also need to take some time out to care for themselves and deal with their stressors well to ensure the job doesn’t get to them. When they feel ready to approach their work with a clear head and a relaxed mindset, the skills should be easy to pick up no matter which one they want to get started with.

Stay tuned!

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How Generative AI Will Change The Jobs Of HR Professionals

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HR is fundamentally about managing humans – so how will the job change in a future where powerful generative AI tools are everywhere?

Empathy, emotional intelligence and an understanding of human nature are essential when it comes to managing a human workforce. Not exactly qualities that machines – even ones as human-like as ChatGPT – are renowned for!

So are we going to see widespread replacement of human HR departments with cold, calculating chatbots that only care about measuring human efficiency and weeding out weakness?

Well, hopefully not. Instead, I think that HR professionals will use generative AI to automate routine and repetitive elements of their work, freeing time for them to nurture and develop the human-to-human skills needed for their more high-value tasks.

Here’s my overview of how I believe the work of HR departments will change – and, in many cases, already is. I'll also take a look at the wider implications for how the place of these essential professionals in society is likely to evolve over the next five to 10 years.

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Finding talented people is always a challenge, but generative AI tools will help out with the routine and administerial work. Not just by doing it more quickly, but by finding more efficient and personalized ways to reach out to prospective hires and advertise a workplace.

At the start of the process, it will be used to generate ideas around ideal candidate personas, creating overviews of the skills, qualities and personality traits that might make an applicant right for the job. Then, it can create dynamic, personalized job descriptions aimed at encouraging a wider pool of applicants.

For companies that hire thousands every year, it will be used to carry out initial assessments to ensure candidates meet basic criteria. After that, it can offer simulated interviews and roleplays to help candidates prepare for their application. Rather than used as a form of screening, it should be thought of as a tool that will help recruiters and other HR professionals to get a better understanding of candidates as unique human beings, before meeting them face-to-face.

Workforce Development

Businesses are going to need to ensure their workforces are equipped with the skills needed to succeed in the AI era, and this responsibility falls on the shoulders of HR workers.

Generative AI is great for training – it can create anything from complex technical manuals to simple step-by-step walkthroughs. Public models like ChatGPT already capable of doing this, but businesses will increasingly invest in training their own private AI models tailored to their needs.

These reports can be personalized to individual learners, taking into account their unique skills and learning requirements.

As we move forward, we will find generative video and even world simulation tools becoming available. These will be used to create even more engaging, personalized training experiences. Language models will provide feedback in real-time, just as if the trainee had an instructor standing with them.

There are some risks here – we know generative AI doesn’t always get things right, which could lead to dangerous misinformation or mistakes. So, there will always be a need for transparency about how these systems operate, as well as human oversight.

Workplace Management And Analytics

Rather than spending hours studying metrics and statistics, generative AI tools can quickly analyze data and compile reports highlighting key workforce trends.

It can identify future staffing needs and highlight areas and causes of high staff turnover. It will provide quick, relevant insights into factors like employee sentiment and satisfaction. It will also be used to create narrative and visual projections around the impact of strategic HR decisions.

All of these will make it simpler for HR professionals to understand the underlying human element driving the success or failure of a business.

Of course, we have to be careful when it comes to converting human activities and emotions into numbers. Bias in the way data is collected or the way it’s analyzed can lead to unfair outcomes, and overly-intrusive data gathering or AI initiatives can create unhappy employees. Risks in all of these areas must be carefully assessed and guarded against.

Employee Experience

It’s the job of HR departments to create inclusive, positive experiences for workers throughout the business. Ensuring employees are able to carry out their duties effectively without being hindered or held up by internal processes is a critical task.

Here, generative AI will be used for creating onboarding material that’s relevant to individual new hires, providing answers to common HR queries in a personalized and relevant way through chatbots, and gathering and interpreting employee feedback.

Here, quality of service is of utmost importance. Few things are as irritating as talking to bad chatbots. At the same time, more people are coming to accept that when used well, they can be a very efficient way of getting information.

This all helps HR departments to understand “pain points” that employees go through on a day-to-day basis, as they carry out their work as well as navigate their own career pathways.

The Changing Role Of HR Professionals

With generative AI taking on the routine and administrative elements of their work, the perception of HR professionals in the workplace will change dramatically. The higher level of visibility given to the human-centric elements of their work will mean they are less likely to be perceived as “back office” or even “faceless” functions, instead becoming more deeply ingrained in the working lives of their colleagues. The role of HR professionals in staff wellness and the development of healthy work/life balance, as well as promoting inclusion and diversity, will come to the front.

This means that the strategic value of HR professionals will grow exponentially. Moving beyond being facilitators of operational efficiency, they will have the chance to become champions of positive organizational change, ethical application of technology, and curators of healthy, caring workplace culture.

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2024 HR Trends: The Year of AI

Over the past few years, HR has steadily evolved into one of the most critical functions for any organization. HR not only has a seat at the table, but the ability to become a driving force behind organizational change and growth. Most customers I speak with recognize this opportunity, but many have the same question: how can HR make the most impact?

Each year, the SAP SuccessFactors Growth & Insights team conducts in-depth research on the latest trends and predictions impacting the HR function. Our PhD-level organizational psychologists and market intelligence experts aggregate and analyze a mountain of HR trends and predictions data to deliver a list of actionable “meta-trends.” For 2024, a list of 611 individual trends were broken down into nine key themes.

Above all, there is no question that 2024 is the year of artificial intelligence (AI) . No longer just hype or speculation, AI is officially here. Exciting possibilities have become realities and organizations must embrace AI or risk being left behind. And while our number one HR trend is AI, you can also see its effects across every trend.

Below is a snapshot of the 2024 HR meta-trends, with examples of how SAP SuccessFactors solutions can help organizations stay ahead of the curve.

1. AI Upends the World of Work as We Know It

I don’t go a day – or maybe 10 minutes – without a customer asking for all the latest and greatest on AI innovation. That makes sense, as AI has dominated the 2024 trends discourse and it’s increasingly become seen as a way to augment human work.

Trends indicate that using all forms of AI to improve day-to-day productivity will be top of mind for organizations in 2024. In particular, self-serve AI tools like copilots are poised to increase employee productivity on various day-to-day tasks. As employee sentiment about using AI tools at work has improved, so has the ability of these tools to make employees more efficient and effective.

HR use cases abound, particularly within talent acquisition, but concerns continue about data privacy, ethics, and regulatory compliance. There’s a lot of noise and movement in the space, and regulators and enforcement agencies are acting quickly to keep up.

With the tech landscape and market realities in mind, the HR leaders who head AI implementation programs, maintain a strong policy posture, and avoid overhyped or underbaked propositions to take advantage of the most valuable capabilities will steer their organizations down the right AI path.

Embedding an AI copilot in HR solutions, like Joule in SAP SuccessFactors solutions , can help employees and managers work faster and smarter by making it easier to find information and complete common HR tasks, such as updating personal data, giving feedback, and initiating a promotion.

2. Skills Become the Center of HR Practices

As AI needs rise within organizations, many organizations will need to immediately respond to determine what AI skills are needed, who possesses those skills, and how to fill skill gaps – whether build, borrow, buy, or bot. On the other hand, AI capabilities will also drive the ability for organizations to more effectively engage in strategic workforce planning.

Furthermore, in today’s increasingly complex business environment, traditional top-down human resources approaches fail to address employees’ increasing expectations for flexible and personalized career development. In 2024, HR will need to meet employees’ growing expectations for bespoke career paths while also solving the broader organization’s growing skills gaps and talent shortages, which present a major concern for leaders.

Looking forward, it will be interesting to see whether the average organization fully engages in long-term, strategic, skills-based workforce planning, which has long been a strategic objective for many but often remains out of reach as they react to immediate priorities. AI skills could work as a forcing function here – and contribute to other trend areas like learning and employee potential.

SAP SuccessFactors solutions for talent management can drive better employee experiences and business outcomes by using a common skills framework across recruiting, learning, performance management, internal mobility, and development.

3. Hybrid Work Returns to the Office

Looking back at our yearly analyses of HR meta-trends, we saw the hybrid work topic shift from a focus on remote work as a reactive tactic to protect employees’ health and safety in 2020, to a focus on flexibility in 2021, to maintaining productivity and collaboration while working flexibly in 2022, and finally to an emphasis on underlying flexibility and the need for and benefit of malleable guidelines and principles in 2023. With the recent increase in partial and full return-to-office (RTO) policies, 2024 trends data suggests that the pendulum has swung back to hybrid, referring specifically to work location versus a broader perspective centered on flexibility.

Companies in 2024 will continue to experiment with motivating employees to return to the office in ways that promote productivity, collaboration, and cost savings but don’t alienate their top talent. But some organizations are focusing more on redesigning the nature of work rather than just mandating where or when work gets done.

SAP SuccessFactors solutions for core HR, time, and payroll help employees adopt a hybrid working model by providing options for common HR tasks regardless of when and where they are working, such as clocking in and out via desktop, mobile, or Microsoft Teams.

There are plenty more strategic takeaways in the full report – the entire paper is a must-read for HR leaders to learn more from our research team on the latest trends in:

Diversity, equity, inclusion, and belonging (DEI&B)
Employee mental health
Leadership trust
HR skills and agility
Compensation
Sustainability

For additional insights, read the full report .

Dan Beck is president and chief product officer for SAP SuccessFactors.

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HCM Data Loading Business Objects

Guidelines for Loading Core Skills

The Skills Assignment object hierarchy helps to assign core skills to workers in bulk. You assign core skills to people within an organization identified by the manager of that organization.

The object hierarchy consists of the following objects:

Skills Assignment

This business object contains the high-level details for a core skill assignment. This includes details like unique name for the skill assignment, the manager of the organization to assign skills to and an action to specify if the intention is to assign or unassign a skill.

Specify the skill requirements for the assignees defined by the Assignee object. Core Skills capture details like name of the skill getting assigned or unassigned and the proficiency level needed for the skill.

Core skills are assigned based on the target worker population identified using by the manager of the organization and the assignee type.

All the assignee records within one SkillsAssignment need to have the same Assignee type. The following assignee types are supported:

Job: Specifies any jobs in the application, regardless of whether they have job profiles associated, so the skills will be assigned to anyone within the manager’s organization who has this job. When using the Job assignee type, supply the JobId attribute with the surrogate ID or an integration key value that identifies the job, or supply the user key attributes for JobId, viz JobCode and SetCode.

Person: Specifies people reporting to to the manager through a primary assignment. For this assignee type, mention the PersonId or user keys of PersonId like PersonNumber.

Direct Reports: Only the direct reports of the specified manager.

Organization: All of the manager’s organization or that of any of the lower-level managers reporting to the manager.

For assigning skills by a job within a specific team, use the Job assignee type, and populate PersonId of lower-level manager. This will assign the specified core skills to all the workers in lower-level manager's organization with matching job.

Use the Team Skills Center work area and Assign Core Skills page to review the data you want to bulk load for.

Post Processing

After the core skills are loaded, the scheduled process Propagate Dynamic Skills to Workers gets submitted by default.

If this default behavior needs to be changed, navigate to Configure HCM Data Loader task and review the Business Object Post Processes page. Search for the Skills Assignment business object and override the value to No. This will prevent the scheduled job from getting auto submitted after each skills assignment data load. After the override you need to manually run the scheduled job once Skills Assignment data loads are complete.

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Guidelines for Loading Core Skills
The Skills Assignment object hierarchy helps to assign core skills to workers in bulk. You assign core skills to people within an organization identified by the manager of that organization. ... s organization or that of any of the lower-level managers reporting to the manager. For assigning skills by a job within a specific team, use the Job ...