Top 13 Hard Skills to Future-Proof Your Workforce (and Tips for Training Them)

In today’s rapidly evolving job market, developing hard skills is essential for employees and businesses to stay competitive. Hard skills such as coding, financial analysis, and data security are crucial for improving productivity, innovation, and compliance.

This blog explores the 13 top hard skills every company should focus on and provides training course suggestions for each. By building these skills in your workforce, you can enhance performance, foster innovation, and position your organization for future success.

What are hard skills, and do they matter less than soft skills?

Hard skills are specific, measurable abilities or knowledge acquired through education, training, or experience. They are typically required to perform a particular job or task. These skills are often technical and can be tested, demonstrated, and quantified.

Hard skills are distinct from soft skills, which are interpersonal abilities such as communication, teamwork, and leadership. Hard skills do not matter less than soft skills; rather, the two complement each other.

Hard skills relate directly to the successful performance of job tasks and are often industry- or role-specific. Examples of hard skills include proficiency in software programming, data analysis, accounting, foreign languages, project management, and operating machinery.

The main challenge with hard skills is that they constantly evolve with technological advancements. For example, many companies using traditional storage methods, such as Oracle, have moved to the cloud, so knowing cloud technologies is now an in-demand hard skill.

Another challenge is that hard skills alone might not warrant high-performance teams. In a successful team, hard skills complement soft skills like communication and teamwork.

Top hard skills to develop in your organization

We reviewed the six reports below and compiled a list of the 13 most in-demand hard skills in the workplace.

• Linkedin, 2024 Most In-Demand Skills
• Coursera, Job Skills Report
• Upwork, The Most In-Demand Skills and Jobs
• Adobe, Professional Skills for Any Industry
• Wiley University Services, Closing the Skills Gap: Employer Perspectives on Educating the Post-Pandemic Workforce
• Forbes, The 10 Most In-Demand Skills in 2024

You’ll also learn why to train in each specific hard skill and recommended courses.

Digital marketing

Digital marketing is how businesses connect with their potential clients online through channels like websites, social media, phone, and email. It comprises a big cluster of hard skills, and the primary hard skills under it are:

1. Search Engine Optimization (SEO): SEO means optimizing a website to increase its reach through search engines. For example, building backlinks is one of the various techniques used in SEO. It involves utilizing link-building strategies to acquire high-quality inbound links from other websites to improve search engine rankings, increase website authority, and drive organic traffic
2. Writing: The base of digital marketing is writing content that persuades users to take a specific action, for example, signing up for an email list or purchasing a product or service
3. Social media: Every social media platform is unique. To boost social media reach, one needs to understand the algorithm, ads framework, social media marketing KPIs, and type of content suitable for that platform

Why develop this skill in your workforce?

Digital marketing is a dominating marketing technique. A CMO Survey predicts marketers will allocate 57% of the total budget to digital marketing activities.

Recommended courses:

Data analytics

Data analytics turns raw data into meaningful data using various techniques and algorithms. One such technique is continuous A/B testing, which is paramount to improving performance. An example is testing two different layouts of a website to see which one gets a higher conversion rate.

The data and test results can then be used as the foundation for business decisions.

Structured Query Language (SQL) and Python are programming languages used extensively in data analytics. These are examples of hard skills that are relevant for those who want to deepen their data analytics skills.

Why develop this skill in your workforce?

More and more businesses are extensively analyzing existing data and building reports to help with decision-making. The US Bureau of Labor Statistics also predicts the demand for data analytics jobs will grow 23% from 2021 to 2031, much more than the average 5% of any other industry.

Bonus tip: Data analytics skills come in handy for driving a data-driven HR function.

Recommended courses:

Cloud computing

Cloud computing is the on-demand availability of IT resources, especially data storage and computing power, over the internet. The advantage over other types of computing is that businesses don’t need to self-manage physical resources. You also pay only for what you use.

Why develop this skill in your workforce?

The use of the cloud will keep increasing due to ease of scalability and less maintenance. The global cloud computing market could grow from $480.04 billion in 2022 to $1,712.44 billion by 2029. Amazon Web Services (AWS) is the biggest cloud provider in the world. So having employees with hands-on experience with AWS will keep your business well-prepared for the future.

Recommended courses:

Product management

Product management is the business process of launching new products or services. It includes tracking the entire lifecycle—from ideation to product development to launch.

Why develop this skill in your workforce?

A product manager is one of the most important roles in any organization. They provide leadership and direction to multiple teams involved, such as development, marketing, and customer support.

Recommended courses:

UX design

UX design is the skill of creating a product or service that optimally solves the user problem. Its goal is to provide meaningful and positive user experiences. The process involves understanding users’ needs, defining problems, and developing solutions that enhance the interactions between users and a product or service.

Why develop this skill in your workforce?

The UX field constantly changes as new technologies and trends emerge. To stay ahead of the curve, UX designers must continuously upgrade their craft and skillset.

Recommended courses:

Web development

To create custom websites, web developers or full-stack engineers work with popular web development languages and frameworks like JavaScript, CSS, HTML, React, and Angular JS.

Why develop this skill in your workforce?

A good website is imperative for any modern company – particularly so if your business sells products or services online. Your website can help you with anything from lead generation to employer branding.

As the world has become increasingly digital, it’s essential to have a website that stands out from the noise. Your full-stack engineers or web developers will help you achieve this.

Recommended courses:

DevOps

DevOps integrates Development (Dev) and Operations (Ops) using practices and tools. As a result, it shortens the entire software development lifecycle. Popular DevOps tools are:

• Git
• Jenkins
• Testing frameworks like Selenium, JUnit, Mocha, etc.

Why develop this skill in your workforce?

Having employees trained in DevOps increases collaboration, eventually leading to more productive teams.

Recommended courses:

Customer Relationship Platform (CRM)

A customer relationship llatform (CRM) is a one-stop platform for managing all the interactions with your customers and potential customers.

Why develop this skill in your workforce?

A CRM market report says that with the increase in hyper-personalization of customer service, the adoption of CRM will increase.

The most significant advantages of CRM adoption will be workflow optimization and increased customer satisfaction.

Recommended courses:

Financial reporting and analysis

Financial reporting and analysis refer to recording and tracking your company’s financial activities. These reports help in making better financial decisions.

Why develop this skill in your workforce?

Based on the US Bureau of Labor Statistics, the need for financial analysts is growing faster than the average for all occupations. The need for financial analysts keeps increasing with the changing economy and the rise of new investment options. These analysts evaluate investment opportunities for businesses to promote their growth.

Mastering financial reporting and analysis typically requires a formal degree. However, some certification programs or courses can fast-track the journey.

Recommended courses:

GDPR

The General Data Protection Regulation (GDPR) is a legal framework requiring companies to have robust processes for handling personal data.

Why develop this skill in your workforce?

Multiple roles in an organization deal with data. HR has access to employee data. Developers and business analysts work on customer data. If these employees have GDPR knowledge, they will make the system more fault-proof and secure.

Doing business with EU customers also requires awareness of GDPR.

Recommended courses:

Cybersecurity

Cybersecurity is the practice of preventing computers and electronic systems from malicious attacks.

Why develop this skill in your workforce?

According to a new Deloitte Center for Controllership poll, nearly half of C-suite and other executives expect cyber attacks targeting their organization.

However, having more employees trained in cybersecurity will protect your company from any such attack.

Recommended courses:

Full-stack software development

Full-stack software development refers to the practice of building both the front-end (client-side) and back-end (server-side) components of a web application. A full-stack developer works with both the user-facing interface and the underlying server, database, and logic of the application.

Full-stack developers can manage the entire application development lifecycle, from creating visually engaging interfaces to implementing server-side logic, optimizing database queries, and ensuring the system scales properly.

Why develop this skill in your workforce?

Full-stack skills in your workforce enable team members to handle both front-end and back-end tasks. This will lead to faster development cycles, better collaboration, and more efficient problem-solving across projects. This adaptability can also reduce reliance on multiple specialized roles, so you can optimize resources and improve productivity.

Recommended courses:

AI and machine learning

Artificial Intelligence (AI) refers to the simulation of human intelligence in machines. AI can perform tasks like reasoning, learning, and problem-solving. Machine Learning (ML) involves training algorithms to identify patterns in data. Over time, ML gets better at identifying patterns without being explicitly programmed.

AI and ML power technologies such as recommendation systems, voice assistants, and self-driving cars. They enhance efficiency and enable smarter decision-making.

Why develop this skill in your workforce?

Developing AI and machine learning skills in your workforce helps you stay at the forefront of innovation in your industry. They automate decision-making and enable data-driven insights.

Recommended courses:

That completes the list of top 13 skills. A few other notable mentions based on our analysis are:

• Risk assessment
• Mobile app development
• Robotics
• Foreign languages
• Customer service
• Financial management/budgeting and accounting
• Video production
• Graphic design

Your 8-step plan for implementing hard skills training for employees

1. Understand industry trends

The first step in delivering effective training is identifying the right skills to focus on. This can be done by staying up-to-date with industry trends. You can also select relevant skills from the above list.

2. Find business goals

The next step is to identify what your organization truly needs. Engaging team leaders and managers in this process will help pinpoint client demands and align training goals. By involving key stakeholders, you can develop a strategic list of skills that will have the biggest impact on your company’s success.

3. Take a pulse of your employees

The third and final step in collecting training needs is going back to the employees and conducting a training needs assessment. Ideally, you also assess their skills and competencies.

• What training do they need?
• Which skill will help them grow in the job?
• Which training format will suit them?
• When would they like to get the training?
• What training material is needed?

4. Finalize your skills list

A balance of industry trends, business needs, and worker expectations should drive the final skill list. Note:

1. Staying informed on industry trends ensures your company remains competitive and agile
2. Understanding business demands and the specific needs of your customers is essential to align the training with your company’s strategic goals
3. Considering worker expectations is key. If your workers fail to see the relevance or value in what’s being offered, engagement and participation will likely remain low. To maximize impact, ensure the training is meaningful and directly tied to both organizational growth and individual development needs

5. Get the current training status

Document the training already completed by workers, including training in progress. Our training matrix template can help track all the training for your workforce.

6. Create a training plan

Now, you have all the details to get started: a list of relevant skills and current status. Based on this input, you can devise a training plan outlining the scope of every training session, metrics indicating success, training methods, and a schedule.

7. Assign training

Next, you can start assigning training to the employees. Use a technology like a learning management system to facilitate this process.

Training management systems have a list of training readily available and also give options to create new training courses. Plus, you’ll be able to assign and track any training.

8. Measure the effectiveness

Lastly, training is truly effective when employees can directly apply what they’ve learned to their day-to-day tasks. To gauge the real impact of your training programs, it’s essential to ask for feedback from participants. Conducting post-training surveys will give you valuable insights into whether employees found the training useful and how they’re implementing it in their roles.

Best practices for a successful hard skill training program

We reached out to 5 industry experts to gather key insights that can help make your training programs successful. Here’s what they had to say:

Integrate training in your talent ecosystem

Laura M Hume has experience heading talent development at companies like IBM and EY. Her top advice for successful training is integrating learning initiatives into the overall career development landscape.

You achieve this by:

1. Creating a continuous company-wide competence development process
2. Being transparent with your workers about competency requirements to ensure that they tailor their learning and development plans to align with them
3. Being transparent about organizational needs and objectives so your people align their development plans with business needs
4. Including competencies in your performance management system—this way, training is not isolated, and employees know their training efforts also count in their performance reviews

Do not add all theory and no practicals

Laura Hume further suggests adding some simulation or hands-on projects to every training. This is because true learning happens when skills are applied. A theory course with no hands-on will make a negligible difference.

Keep it flexible

Each individual has their own preferred training method. Some will like formal training, while others will prefer social learning, learning via networking, coaching, learning on the job, or blended learning. Cater to all choices to increase participation levels.

Evenly space out training

According to best practices, including elements like spaced repetition and active learning can enhance long-term retention and engagement. Adeline Bodemer, Head of People at Gorgias, says:

“One early mistake we made was trying to cover a lot of details in 2-3 sessions — it just wasn’t enough time.”

Avoid this mistake by creating a training plan where your people have adequate time to absorb and apply what they’ve learned.

Have dedicated learning hours

Simon Bacher, Co-founder of the Ling app, recommends giving employees dedicated learning time. For example, most technologists get one weekly learning day at Fidelity Investments.

Think twice before doubling down on an LMS

Swati Sinha, an HR strategist with over 16 years of experience, suggests asking below five questions before settling on a Learning Management System (LMS):

• Is it scalable?
• Does it have a variety of courses?
• Is there any option for customizating it?
• How to integrate Reward & Recognition programs and Performance Management with the LMS?
• What security measures does the LMS have in place?

Future-proof your training system

Helen Buckwell, a Team and Leadership Development Specialist, advocates for choosing an LMS that keeps up with the changing technology landscape. When new technical skills requirements suddenly arise, having a course in your existing LMS will speed up the training.

Top reasons you should not give up on boosting your people’s hard skills

Boosting your workforce’s hard skills offers both immediate and long-term advantages, from improving workplace productivity to fostering innovation and ensuring compliance. By investing in upskilling, your organization stays agile, competitive, and equipped to meet the challenges of tomorrow.

Upskilling is better than hiring

Technology and trends are constantly evolving, and as new innovations emerge, existing skill sets can quickly become outdated. Upskilling your current workforce is a smarter approach than constantly seeking new talent.

Replacing an employee can cost anywhere from half to twice their annual salary – at a minimum. Upskilling, on the other hand, offers a more cost-effective way to close skill gaps while increasing employee loyalty and reducing turnover.

Improved on-the-job productivity

Hard skills are essential for getting the job done efficiently. Employees become more proficient in their roles by boosting these skills, increasing overall workplace productivity. This leads to faster problem-solving, better project execution, and fewer mistakes, all of which contribute to a more efficient organization.

Increased innovation

Employees with up-to-date knowledge and technical skills are more likely to experiment, propose new ideas, and innovate. Upskilling ensures that your team can leverage the latest tools and technologies, fostering an environment where creativity thrives and innovation is encouraged.

Enhanced competitiveness

According to LinkedIn’s Workplace Learning Report, two of the top five factors job seekers prioritize are opportunities for career growth and learning new skills. Offering continuous learning and upskilling opportunities retains your best employees and serves as a competitive differentiator in attracting new talent.

By ensuring your workforce is equipped with the latest hard skills, your organization remains competitive, delivering products or services that meet the latest industry standards.

Improved company culture

A strong learning and development culture improves workplace satisfaction. Employees are more likely to stay with companies that invest in their growth. As LinkedIn’s report suggests, learning opportunities are a key indicator of a positive workplace culture, signaling to employees that their development is a priority.

Continuous learning shows employees that their growth matters, leading to higher engagement and morale.

Improved compliance

In today’s digital landscape, security and data protection are critical. Employees must understand and follow best practices to reduce the risks of data breaches. Training employees in these areas improves compliance and reinforces your organization’s commitment to safeguarding sensitive data. This not only enhances security but also builds customer trust.

Additionally, many industries require continuous learning to stay compliant with evolving laws. Upskilling in this area ensures that employees remain compliant with regulations, avoiding costly penalties.

High ROI

Training employees leads to measurable benefits, including increased productivity, heightened innovation, improved worker retention, and reduced recruitment costs. Collectively, these factors provide an exceptional return on investment (ROI) for upskilling initiatives, proving that investing in employee development is a long-term win for your organization.

Build your people’s skillsets with Deel Engage

Creating an impactful training program that delivers measurable ROI can be challenging, especially for busy HR professionals juggling multiple priorities. It requires careful planning, alignment with business goals, and ongoing assessment to ensure the training truly supports organizational growth and talent development.

Adopting the right talent management system will help you plan effective training programs. Deel Engage provides you with an entire ecosystem to:

• Create custom courses, including innovative formats like microlearning
• Assign and track competency-based training for both technical and soft skills
• Assign cohort-based courses based on specific groups, locations, departments, career levels, etc.
• Take advantage of the AI assistant to accelerate course creation in multiple languages
• Upload a PDF file and AI will automatically transform it into a fully structured learning journey, saving time and effort
• Keep all learning materials in one platform where people can search and take up any course based on their needs
• Track all learning initiatives in your organization
• Link training to specific performance and development needs and goals and career growth frameworks
• Track the impact of training on worker performance

Deel HR, our truly global HRIS solution, is always included for free.

Request a demo today and start future-proofing your workforce.