The most popular HR training materials include topics like dealing with difficult employees, problem-solving, inclusive leadership, stress management, and workplace bullying — ideal for both HR professionals and general staff.
- HR Officers & Generalists: Dealing with Difficult People, Bullying & Harassment Awareness
- Line Managers & Team Leads: Problem-Solving, Mentoring Skills, Inclusive Leadership
- Wellbeing or EDI Coordinators: Stress Management, Equality & Inclusion (workplace wellbeing focus)
- L&D and Training Professionals: All 7 topics for onboarding, leadership pathways, or staff development
Note: These materials are ideal for running 3–4 hour workshops or modular sessions within a wider learning program.
In terms of human resources training materials, there are two types:
- Training for people working in HR management (HR programs)
- Training for all employees company-wide is managed and provided for by the Human Resources department
Whatever category the training fits into from the 2 types above, these 7 training areas below are recommended and suitable for all employees (including HR staff).
New to people management? See our full collection of first-time manager training guides for more resources like this.
These seven topics also map neatly onto leadership development roadmaps for new and emerging managers.
1. How can HR staff manage difficult employees effectively?
HR staff can manage difficult employees through structured conflict resolution, clear communication, and the consistent application of fair workplace policies.
Whether you are a supervisor, manager, or HR professional, handling awkward or problematic employees is an inevitable part of the role. Using the right techniques to address issues early prevents them from escalating into bigger problems and protects overall team performance.
Want a ready-to-deliver session? See our Dealing with Difficult People course materials (slides, trainer notes, and handouts).
For a deeper skills primer, read our guide on 9 types of office politics players managers should recognise.
2. Why are problem-solving skills essential for HR and team leaders?
Problem-solving skills help HR professionals and managers analyse challenges, identify root causes, and implement solutions that improve team performance.
Looking at workplace challenges through the lens of team dynamics (such as by looking at roles, the workplace norms, and communication styles used) can make it easier to secure buy-in for solutions. These skills are valuable for anyone who manages or supports others in the workplace.
There are practical methods (see our guide to root cause analysis tools) that provide structured ways to uncover underlying issues.
If providing training on problem-solving, in addition to introducing them to the right tools, you can also combine problem-solving with change management activities to prepare teams for transitions.
If you need a complete, ready-to-use session, explore our Problem-Solving Skills training materials (trainer notes, slides, and handouts).
3. What is inclusive leadership, and why does it matter in HR?
Inclusive leadership ensures all employees feel valued and engaged, building workplace collaboration and employee retention.
In practice, inclusive leadership means ensuring everyone is treated fairly and given an equal opportunity to succeed.
This includes offering fair and equal promotion prospects, listening to every employee during meetings, and making sure as much as possible, that employees feel open to speaking up.
Remote staff should also receive the same training and career development opportunities as office-based staff.
When employees feel that fairness exists in the workplace, it acts as a driving force toward high levels of employee retention.
If you are interested in inclusive leadership, you might also find our guide to the equity theory of motivation interesting to read.
You can also read more on what makes a responsible manager, especially when it comes to decision-making.
4. How can stress management training support HR and employees?
Stress management workshops provide employees with techniques to reduce burnout, increase resilience, and support workplace wellbeing.
Stress is a natural response to pressure, and it affects us all.
While this response is helpful in short bursts, continuous stress without recovery can lead to chronic strain, damaging both physical and mental health.
In today’s workplace, increasing demands (especially where digital overload often makes it difficult for staff to let go out of work hours) can result in increasing levels of stress for employees.
Training helps HR teams and managers give employees practical tools to manage these pressures, methods for avoiding burnout, and for promoting healthier team dynamics.
For further reading, see our article on emotional contagion in the workplace, which explains how stress and mood spread across teams.
If you’re running a wellbeing session, you can use our Stress Management training materials to cover causes, coping techniques, and action planning.
5. What should a basic HR EDI training course include?
An introduction to equality, diversity, and inclusion covers that covers the basics of unconscious bias, and creating inclusive workplace cultures can be extremely useful for all staff members.
Whether it is for human resources employees, for managers, or for all employees, holding a 1 to 2-hour workshop on the absolute basic fundamentals of exactly what we mean by equality, diversity, and inclusion in the workplace can be invaluable.
Given that managers and HR employees make a lot of key decisions that directly impact employees, it is especially important for them to understand EDI.
For a trainer-ready session, see our Equality, Diversity & Inclusion training materials.
Offering an Introduction to EDI workshop for all employees also supports HR compliance in that it helps ensure all staff have received some training on inclusive teams.
For ongoing reading, bookmark the Workplace Equality hub for policies, models, and tips.
6. Why are mentoring skills crucial for HR and managers?
Mentoring training helps managers coach staff, build confidence, and support employee growth and retention.
For anyone managing others, developing mentoring skills and managerial coaching techniques is invaluable. A strong mentoring culture also drives workplace innovation, autonomy, and stronger team dynamics.
Clear mentoring pathways and recognition further improve employee retention in manager-led teams. To build these pathways, you can use the GROW coaching model and try these coaching skills activities for managers.
Consider also building a managerial coaching cadence (brief one-to-ones, feedforward, and action reviews) to keep momentum between workshops.
For more guidance on the workplace benefits of mentoring, see our guide on how to unleash staff creativity through everyday management practices.
7. How should HR address bullying and harassment in the workplace?
HR should address bullying through clear policies, awareness training, and fair investigations to ensure a safe culture.
The difficulty can come in understanding how to manage the need for great sensitivity and care, such that you protect the employee, while also ensuring that you consider ethical and legal requirements to protect the business.
It’s not an easy balancing act!
The managing bullying and harassment training materials can be used to provide training to any personnel in your HR team or for any managers who can benefit from this type of training.
Pair this topic with communication techniques from our feedback loops in the workplace guide and practical support for common challenges new managers face.
Where to Find Ready-to-Use HR Training Materials
Explore our Training Materials for Trainers — perfect for HR and team leads looking to build a coaching culture.
Make sure to read our post on the best ways to measure training effectiveness.
