Hrm/326 Employee Development Essay

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

After completing the assessment employee may have less motivation for change. A self assessment starts and ends with an individual, leaving the challenge in their hands to change areas of weakness. If another person is included in the assessment process, accountability can be created that will help organisation change and stay committed to their

Lastly, writer William Arruda (2014) of Forbes in the article “Why You Need to Hire a Coach in 2015”, offered another benefit of coaching. Arruda (2014)

The chartered Institute of Personnel and Development in the UK (CIPD 2009) reports that 79% of survey respondents are using coaching within their organisation and that 77% say coaching has been increasing in recent years. It is therefore no surprise that the large UK-based customer facing organisation, where I am hypothetically working as a human resources manager, has made a commitment to deliver coaching and mentoring to improve performance over the next two years. The aim of this report is to highlight how coaching and mentoring differs from training, and to also explain how the use of coaching can

Adapting Alex’s personal coaching style to match the personality of James is the first step in successfully coaching employees. Important information could be useless if it employees is busy focusing on the way it was delivered. Building a relationship through trust is considered an important factor in coaching (Ratiu & Baban, 2015). The next step in developing employees relies heavily on the behaviors displayed during a coaching session with the employee. To ensure James is productive Alex must set developmental goals, identify developmental resources and strategies, implement strategies, observe and document developmental behavior and give feedback.

It becomes a popular byword not only in communities, but companies as well because they believed of the power of coaching to change lives and to obtain the desired goals they want. At present, supervisors and managers no longer criticize their subordinates, but they coach them to motivate them.

The role of a coach is someone who can encourage, develop and introduce changes in a person’s ability. The responsibilities of an effective workplace coach is to support the coachee throughout the coaching program, they should be able to identify the needs of the coachee, give guidance when necessary, set achievable targets and ensure that any time scales that have been agreed are realistic. Furthermore, the coach should be able to lead by example and be fair in they approach and have the ability to be a good listener. The coach should always encourage the coachee to come up with they own solutions and they must be fair and honest with the coachee.

Coaching is a powerful tool based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. Coaching targets high performance and improvement at work and usually focuses on specific skills and goals, although it may also have an impact on an individual’s personal attributes. I have outlined a brief description of 2 coaching models GROW and OSCAR in Appendix 1.

As stated, there are many advancement opportunities for employees here at InterClean. Employees are encouraged to take advantage of the available advancement tools in place to assist employees with their career objectives. InterClean’s human resources department can provide detail information on education and promotion avenues increasing skills and knowledge for advancement.

In general, the word ‘coaching’ is used often in daily life. In consulting, coaching refers to providing ongoing leadership in which an individual, group, or organization receives assistance with the purpose of increasing skill levels and facilitating change. It is a type of practice in which the consultant supports their clients through a process for achieving their personal or professional goals. The consultant trains and orients employees to the realities of the work place and helps the employee in removing the barrier in his work for optimum performance. In simple terms, coaching is“The art of facilitating the performance, learning and development of another.” The purpose of this paper is to examine three different types of coaching including individual coaching, group coaching, and organizational consulting.

In order to stay on top, companies need to do more than just stay the same and keep them alive, they need to grow. And that means that their employees need to develop and improve their skills at the same pace. More than ever, managers are being encouraged to improve employee performance through effective coaching, but so few of them have the time or the knowledge. It takes to do it successfully. Based on my case study, and presentation from the other classmate, I am getting to know how they develop their most promising employees. Now in this article, I will talk about how to be an effective manager based on the staff that I have learned

The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.

In concept, this means a more efficient employee improvement, but employee improvement, however, realistically very limited amount of managers are aware of how making coaching works. According to the 2010 Executive Coaching Survey, conducted by the Conference Board, 63% of organizations use some form of internal coaching, and half of the rest plan to, while there are some that either don’t support the notion or have any idea as to how to coach (Bond & Naughton, 2011).

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

Workplace coaching is a term that refers to the process of equipping people in the working environment with necessary tools, opportunities, and knowledge for total development in order to enhance their effectiveness from an individual, organizational, and work perspective. Workplace coaching has emerged as a major concept in modern organizations since leaders, researchers, and organizations have identified it as a crucial competency in leadership and management (Cacioppe, n.d.). The increase in this practice has also been attributed to the fact that employees continue to request for coaching. As an important competency in leadership and management, workplace coaching has assumed different perspectives and approaches because of the existence of various coaching models such as Systemic Psychodynamic Coaching model.