What are hard skills? Definition, types & development

When hiring, you want someone who fits your organization and adapts to your organizational culture. Most importantly, they need the right hard skills to succeed in the role. 

In today’s fast-changing job market, developing hard skills like coding, financial analysis, or data security is crucial for staying competitive. These skills boost employee productivity, drive innovation, and ensure compliance. 

This article will explain what hard skills are, why they matter, different types of hard skills, how to help employees develop them, ways to assess them, and tips for creating a hard skills training program.

What are hard skills? 

Hard skills are technical abilities employees need to do their jobs well. Unlike soft skills, which are more about personal qualities or emotional intelligence, hard skills focus on specific tasks. 

These skills include things like Python programming, analyzing statistical data, or using QuickBooks for accounting. 

Why hard skills are crucial in the workplace 

Improving your team’s skills can bring many benefits. It can help them work faster, think of new ideas, and do their jobs correctly. It can also help you save money, keep good employees, and stay ahead of the competition. By teaching your team new skills, you can help them be better at their jobs and help your business succeed.

Common types of hard skills 

There are four common types of hard skills you need to consider for your employees.

These are:

Analytical skills

Analytical hard skills help you make decisions based on data. These skills include data cleaning, statistical analysis, and data visualization. SQL querying helps extract data from databases. Predictive modeling uses past data to predict trends. Programming with languages like Python or R helps analyze data.

Computer skills

Computer skills refer to a range of abilities. These include using Microsoft Windows and Microsoft Office. Software development is another key area, this includes programming languages like JavaScript, Magento, C#, C++, Python, HTML5, CSS, and SQL.

Technical skills

Hard technical skills are essential for many job tasks. These include computer programming with languages like Python or Java and data analysis for finding insights and making decisions. Project management skills help plan and complete projects on time and within budget.

Other key skills include using software like Adobe Creative Suite and tools such as SQL or Tableau. Operating specialized machinery is also important in some roles. Knowledge of AI, machine learning, cloud computing, and cybersecurity is increasingly valuable. Sustainability skills are now essential as companies focus on eco-friendly practices.  

Hard skills by industry 

There are various hard skills that can also be grouped by industry.

These are:

IT

IT skills include the knowledge needed to use and develop technology, covering both software and hardware. These skills range from basic computer use to advanced programming and system analysis. 

They also involve designing software, troubleshooting hardware, and analyzing data for decision-making using tools like databases and spreadsheets.

HR

Every organization needs human resource (HR) skills. Larger companies often have a dedicated HR department, while smaller companies may rely on one person to handle HR tasks alongside other duties.

These tasks include managing compensation and salaries, handling benefits, assessing employee performance, and ensuring legal compliance. Overseeing payroll is another key responsibility.

Marketing

Employees in the marketing department are expected to have specific marketing skills. These include Search Engine Optimization (SEO), Conversion Rate Optimization (CRO), and experience with AdWords or Facebook ads. 

Other important hard skills are social media management, social media marketing, Pay-Per-Click (PPC) advertising, email automation, and using Google Analytics.

Customer service

Customer service roles require handling multiple tasks, basic accounting for payments, and experience with ticketing systems. Skills include social media management, conflict resolution, and CRM proficiency. 

Speaking multiple languages, fast typing, technical troubleshooting, and knowledge of sales techniques like cross-selling are also valuable for effective customer interactions and support.

How to encourage employees to acquire and develop hard skills 

Your business can encourage employees to get and develop hard skills by:

Leveraging formal education and certifications 

Your company can help employees learn new skills through classes and certifications. Websites like Udemy or Coursera are great for learning new things. Your company can even pay for their classes to help them learn more.

To help employees grow, your company can test their skills and connect them to career advancement. They can also create personalized learning plans and encourage them to keep learning. Make sure your training is useful, interesting, and supported by your leaders.

Learning through on-the-job experience 

On-the-job training is one of the best ways to learn hard skills. Hands-on experience helps employees apply what they learn in real situations, strengthening their understanding and abilities.

Many employers offer training programs or mentorships to build skills. Practical experience makes using new software or learning technical procedures easier. Peer mentoring supports new employees and builds loyalty. It also creates a sense of belonging.

Cross-departmental training is another option. Employees can see how other departments work and how their roles impact the company. This can lead to fresh ideas and improvements.

Adopting self-paced learning methods 

Your company can support your learning outside of work. They can give you money to pay for classes or conferences to improve your skills. You can also use apps like Duolingo or Codecademy to learn new things. Joining professional groups can help you meet people, learn new skills, and stay up-to-date. This can also help your company connect with other people in your industry.

How HR leaders can assess hard skills effectively 

To assess the hard skills of your employees, follow these techniques:

Competency-based assessments

Competency assessments help HR evaluate hard skills through tests, simulations, and job-specific tasks. Matching these methods to job requirements ensures accurate measurement of technical skills.

To identify skill gaps, HR can combine multiple approaches. Self-assessments allow employees to reflect on their abilities. Supervisor feedback offers insights from managers. Peer reviews add another perspective to create a full picture of an employee’s skills.

Behavioral interviews

To see how good someone is at a job, HR can ask them to talk about times they used their skills in the past. This is better than asking what they would do in a certain situation. By hearing real-life examples, HR can see how well someone can solve problems and use their skills. To get a complete picture, it’s good to combine these interviews with tests or work samples.

Technology-driven assessments

When hiring someone, it’s important to choose the best person for the job. You don’t want to waste time and money hiring the wrong person. To help with this, you can use tests to see how well people can do the job. For example, if you’re hiring a social media manager, you can test their ability to create a social media campaign. This helps you choose the best candidate based on their skills.

Work samples or portfolios

Employees can develop hard skills through on-the-job experience or by applying skills learned in previous roles. These skills grow over time as they work on relevant tasks.

To assess hard skills, review portfolios that show their experience. For example, if you need someone to solve a database issue, check if their portfolio includes using SQL to create a better system for managing employee data.

Best practices for hard skills training programs 

The main best practices for creating hard skills training programs are:

Align training with business goals

Clear training goals are vital for effective employee programs. These goals should be SMART: specific, measurable, achievable, relevant, and time-bound. They must align with the organization’s objectives to give direction and purpose. 

For instance, if an organization possesses a low customer experience score, your business could seek to improve this with relevant training. 

Break goals into small, manageable steps for focus and clarity. Consider employees’ learning preferences and use varied teaching methods. Clear goals and a practical plan boost engagement, improve retention, and foster a culture of learning for long-term success.

Incorporate practical applications

Combine theory with hands-on practice to make learning more effective. Introduce concepts first. Then, apply them right away using methods like case studies, simulations, role-playing, or projects. Show clear links between theory and real-world situations. This helps employees build skills and understand better.

For example, after learning lead generation strategies, sales staff could practice creating a plan for a real product. A simulated campaign bridges knowledge and action.

Personalize training paths

To make training more effective, focus on your employees’ specific needs. Figure out what skills they need to improve, then choose the best way to teach them. This could be classroom training, workshops, or online courses. Using different teaching methods will help everyone learn better.

Leverage technology

Use AI and e-learning platforms to scale training effectively. AI analyzes learner data, adjusts learning paths, and offers tailored modules. It recommends videos, articles, and simulations based on preferences, provides instant feedback, and highlights areas for improvement. AI also creates custom quizzes, flashcards, and practice questions to suit different learning styles and topics.

Evaluate program outcomes

To measure training effectiveness, use assessments and employee feedback. Start with pre- and post-training tests to check knowledge gain. Conduct surveys after training to understand participants’ reactions and perceived skill improvement. Observe changes in on-the-job behavior to see if skills are applied.

Collect feedback throughout the training process. Ensure assessments match training goals, and gather feedback anonymously for honest input. Analyze the data to find improvement areas and adjust future programs based on employee suggestions.

Adopt hard skills to create an adaptable workforce

Hard skills are specific abilities or knowledge. Employees learn them through education, training, or work experience. They are measurable and show they can perform certain tasks.

But, it is important to recognize that employers also value soft skills. These skills show how you interact with others and approach your work. Together, hard and soft skills create a well-rounded professional.

Building both types of skills can help grow an employee’s career. It also closes skill gaps, improves performance, and benefits your company. So when creating an employee development plan, it’s important to account for all types of skills.