problem solving skills hr

Book a Speaker

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.

Error message details.

Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.

Cultivating Critical Soft Skills

Problem solving, time management and adapting to change are the most important soft skills, according to HR professionals and hiring managers.

Employees putting together large blocks titled, "Networking," "Teamwork," "Time Management," "Communication," and "Negotiation"

A worker’s gossiping was creating conflict among his team members. Neither his direct manager nor the team’s supervisor knew quite how to correct the behavior that was causing distrust among the group.

April Metcalf, SHRM-SCP, was the company’s HR director at the time. She used role playing with the manager and supervisor to help them learn how to address the situation, prepared them for possible responses from the employee when they met with her, and reviewed how to help prevent a repeat of the behavior.

“Role playing with the manager and supervisor helped them show more confidence and be prepared to discuss this [behavior] with the employee,” Metcalf says. “Going further, detailing potential situations with the employee helped her to see the discord that it was causing and [why it] was not helpful to the team.”

It was an example of soft-skill development—in this case, the skill of problem solving. Forty-two percent of HR professionals and hiring managers have identified problem solving as one of the top soft skills they are focusing on developing in their organizations, according to a report released by publishing company Wiley . The report captured survey responses from 600 HR professionals and hiring managers in the U.S.

Respondents indicated that time management (36 percent) and the ability to adapt to change (35 percent) were other needed areas of development. Half of the survey’s respondents said they think jobs require more soft skills now than when the COVID-19 pandemic began. “The push to remote work is one [reason], affecting how people work as members of virtual teams,” explains David Capranos, co-author of the report.

Training Should be Ongoing

As with hard skills such as digital communication and project management, soft skills need periodic updating. Wiley’s research found that:

44 percent of respondents expect workers to need continuous training to maintain soft skills.
43 percent said soft and durable skills wane within two years.
27 percent expect soft skills to last at least five years.

“You need these tools to carry with you throughout your career, but the way you apply them may change,” says Capranos, who also serves as director of market strategy and research at Wiley University Services.

Problem solving as an individual contributor is one thing; it’s different when you are put in charge of a team or managing a project, he explains.

What Managers Can Do

Higher education has taken notice of the need for soft skills in the workplace, and some schools are offering their students instruction in them. “More and more universities are trying to layer softer skills into their curriculum,” such as learning how to work effectively in teams, says Capranos. Sometimes companies will partner with universities to offer this type of education to their workers.

Wiley found that a number of its survey respondents leverage mentoring and reverse mentoring to develop soft skills, according to Capranos. Coaching is another strategy that can help employees develop or improve a soft skill, says Jennifer Dole, director and principal analyst at 3Sixty Insights, a research firm headquartered in North Billerica, Mass. Dole compares it to working with an athlete. “I’m going to observe you, I’m going to provide you some feedback and I’m going to observe you again,” she says.

And just as athletes have practice time, employees have role playing for practice. Game time is when employees use their newly developed soft skills to deliver a presentation or interact with a client, Dole explains.

Tips for Soft Skill Development

Consider the following strategies for helping your employees develop and improve their soft skills:

Give Clear Feedback

“If you're giving an employee feedback on something like time management, it’s important to define what that means in the context of their role and the impact of their experience, the team’s experience and the manager’s experience with the work,” Dole advises. “There might be a right answer, for right now, for what that skill is. And putting it in context of their job helps them to build that motivation to change their habits. It’s giving them next steps.”

Check in Regularly

Is there feedback you can offer regarding the soft skills the employees are working on? What have the employees done to improve in that area and feel proud?

Managers can provide employees with opportunities to practice a soft skill, says Addie Swartz, the founder and CEO of reacHIRE, an organization in Concord, Mass., that helps companies build and retain diverse workforces. “Often, there are assignments that come up last minute,” she says. Encourage them to raise their hand, “or go on a limb and say, ‘This project is coming up. Would you be interested in doing it?’ ” to create opportunities for stretch assignments. “Problem solving on those kinds of things has high visibility,” she says.

Working on time management skills could include meeting with employees to help them prioritize tasks, Swartz adds. Before meeting with employees, ask them to send you their five priorities for the week and the month. Then, during the meeting, reprioritize with the employees their short- and long-term tasks.

At that time, be open with the employees to enable them “to feel OK to say, ‘I’m underwater and I need help.’ ”

Know How Your Employees Learn Best

While managers can help employees develop a particular soft skill, it starts with an awareness of how the employees best learn, says Metcalf, who today is director of human resources for Bell County in Belton, Texas.

“From my experience, I believe that managers first have to take time and interest in their employees—beyond data and goals—to uniquely understand them as a person,” she says. “As managers, we must then determine with the employee how they best learn to be able to effectively help with that learning process. Some employees are going to learn best by observing, performing and building those skills, while others need a more formal classroom training.” Role playing and thought-provoking exercises, Metcalf says, “may help [develop] situational awareness.”

Manage Your Employees’ Growth

At Weaver, an independent accounting firm based in Houston, all newly promoted managers attend Pathways—a three-day training program—and undergo a year of coaching. Time management is one of the skills the coaching focuses on, according to Linc Ashby , chief talent officer at Weaver.

Alexis Robison, senior manager for learning and development at Weaver, found it helpful to set large and small individual goals to accomplish before the next coaching session.

“For my coaching clients, setting goals has really helped them feel more successful and like they’re accomplishing something great, no matter how big or small. Some of my clients have since put into effect monthly goals with each of their own team members,” Beebe says.

Managers must already possess the soft skill that they’re trying to develop in their direct reports, Dole points out. “Managers need more maturity in the soft skills to be able to coach employees on [them]. And we need to work on development into the daily routines and habits,” she says. “That’s why investing in leadership development is so important for the future, because it impacts the team experience.”

Artificial Intelligence in the Workplace

An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.

Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Benefits Of Having Problem Solving Skills For HR Professionals In Workplace

Benefits Of Having Problem Solving Skills For HR Professionals In The Workplace

Problem-solving skills are crucial for success in the workplace, and this is especially true for HR professionals. In today’s fast-paced business environment, HR professionals often face complex challenges that require quick and effective solutions.

HR professionals can improve decision-making, enhance productivity, and reduce costs by developing strong problem-solving skills. These skills are also essential for advancing to upper management roles and demonstrating competencies in the SHRM model.”

Here, we will explore the benefits of having strong problem solving skills for HR professionals and strategies for developing and utilizing these skills effectively.

Table of Contents

Understanding the Role of HR Professionals

HR professionals play a critical role in organizations by managing the most valuable resource people. Their responsibilities include recruiting and hiring employees, providing training and development opportunities, managing employee relations and benefits, and ensuring compliance with labor laws and regulations.

They are also responsible for developing and implementing policies and procedures to promote a positive and inclusive work environment. Influential HR professionals must have many skills, including communication, problem-solving, strategic thinking, and leadership.

Must be able to balance the needs of employees with those of the organization and to work collaboratively with managers and other stakeholders to achieve shared goals. HR professionals are vital to the success of any organization, as they are responsible for developing and maintaining a skilled and engaged workforce that can drive growth and profitability.

Benefits of Problem-Solving Skills for HR Professionals

Having solid problem-solving skills can provide numerous benefits for HR professionals. Here are some of the most significant advantages:

Improved Decision-Making

Problem-solving skills enable HR professionals to make informed decisions quickly and effectively. They can choose the best course of action to resolve complex employee-related issues by identifying potential solutions and analyzing their outcomes.

Enhanced Productivity

HR professionals with strong problem-solving skills can streamline processes and procedures, reducing the time and effort required to handle employee relations issues. This leads to increased productivity and efficiency within the organization.

Reduced Costs

By effectively managing employee relations issues and reducing conflicts, HR professionals with problem-solving skills can save the organization money. This includes avoiding costly legal disputes, improving employee retention rates, and reducing recruitment and training costs.

Increased Career Advancement Opportunities

HR professionals with strong problem-solving skills are highly valued in the industry. Possessing these skills can lead to more significant opportunities for career advancement, higher salaries, and more challenging and rewarding roles.

Competitive Advantage

Organizations with HR professionals with effective problem-solving skills have a competitive advantage over those without. They can handle complex employee relations issues more efficiently, reducing costs and improving productivity, ultimately leading to better business outcomes.

How Can Problem-Solving Skills Impact Business Outcomes?

Problem-solving skills can have a significant impact on business outcomes. HR professionals with strong problem-solving skills can help their organizations by identifying and resolving issues that affect employee satisfaction, productivity, and retention.

They can also make informed decisions about the allocation of resources, the implementation of new policies, and the development of new strategies.

Additionally, by fostering a culture of problem-solving, organizations can encourage innovation and creativity, leading to the development of new products, services, and processes.

This can help organizations stay competitive in their respective markets and adapt to changing business environments. Overall, problem-solving skills are valuable for HR professionals, and their impact on business outcomes cannot be overstated.

Developing Problem Solving Skills For HR Professionals

Problem-solving is a skill that can be developed with practice and experience. Here are some ways HR professionals can enhance their problem-solving skills :

Attend Training and Development Programs

HR professionals can attend training and development programs to learn problem-solving techniques and strategies. These programs also provide opportunities to practice problem-solving in a safe and supportive environment.

Seek Mentorship

HR professionals can seek mentorship from experienced problem solvers within their organization or industry. Mentors can provide guidance and advice on how to approach complex employee-related issues.

Collaborate with Others

Collaborating with colleagues from different departments can expose HR professionals to different perspectives and problem-solving techniques. It helps them develop a more comprehensive understanding of their issues and identify more effective solutions.

Stay Informed

Keeping up with industry news and trends can help HR professionals stay informed about emerging challenges and opportunities. This can help them anticipate problems and develop proactive solutions.

Practice Reflective Thinking

Reflective thinking involves examining one’s thoughts and actions to identify areas for improvement. By reflecting on their problem-solving experiences, HR professionals can determine what worked well and what did not and adjust their approach accordingly.

Challenges That HR Professionals May Face In Problem-Solving

While problem-solving is essential for HR professionals, it can be challenging. Here are some of the challenges that they may face:

Emotions : Employee-related issues can be emotionally charged, and it can be challenging to separate emotions from facts. HR professionals must learn to approach problems with empathy while also remaining objective.
Limited Resources : HR professionals may need more resources, such as time, budget, or personnel, to address complex problems effectively. This can require them to be creative and find innovative solutions.
Legal Compliance : Many employee-related issues have legal implications, and HR professionals must ensure that their solutions comply with local, state, and federal laws and regulations.
Resistance to Change : Employees or upper management may resist changes proposed by HR professionals, even when they are the best course of action. HR professionals must learn to communicate effectively and build consensus to overcome this challenge.
Ambiguity : HR professionals may sometimes need guidance or clarity with no solution. In these cases, they must learn to navigate complexity and make informed decisions based on the available information.

Read Also: Why Is Critical Thinking Important For Problem Solving And Decision Making?

How Can HR Leaders Assess Problem Solving Skills In Their Teams?

Assessing problem-solving skills is essential for HR leaders to ensure that their team can effectively handle the challenges that arise in the workplace. Here are some ways HR leaders can assess problem-solving skills:

Ask Behavioral Interview Questions: Behavioral interview questions assess how candidates have handled real-life situations. HR leaders can use these questions to determine how well team members have solved problems in their previous roles.
Use Case Studies: Case studies allow team members to apply their problem-solving skills to real-life scenarios. HR leaders can use case studies to observe how team members approach and solve problems.
Conduct Problem-Solving Exercises: Problem-solving exercises allow HR leaders to see how team members think on their feet and approach problems in real time. These exercises can be in the form of brainstorming sessions or role-playing activities.
Review Performance Metrics: HR leaders can review team members’ performance metrics to assess their problem-solving skills. For example, if an HR professional can reduce employee turnover by implementing a new retention strategy, this demonstrates their ability to solve a complex problem.
Assess Soft Skills: Soft skills, such as communication, teamwork, and adaptability, are essential for effective problem-solving . HR leaders can assess these skills through observation, colleague feedback, and self-assessments.

Final Words

Problem solving skills for HR professionals are essential for HR to navigate the challenges that arise in the workplace effectively. By developing their problem-solving skills , HR professionals can contribute to the success of their organization by improving processes, resolving conflicts, and making informed decisions.

In addition, HR leaders can assess the problem-solving skills of their team through various methods, such as behavioral interview questions, case studies, problem-solving exercises, performance metrics, and soft skill assessments. By doing so, HR leaders can identify areas for improvement and ensure that their team can effectively handle the challenges that arise in the workplace.

Overall, the benefits of problem-solving skills for HR professionals are numerous. Investing in developing these skills can lead to improved performance, increased employee satisfaction, and a more successful organization.