Human Resource Development Essay

2886 words - 12 pages

Effect of coaching on employee performance and organizational performance

Student Number: YINYU1302
Course: MGT3HRD
Tutor: Ajay Kumar
Date: 17/12/2015

Table of Contents
1.0 Introduction 3
2.0 Coaching improve employee performance 3
3.0 Benefit to the organization 6
4.0 Barriers to coaching 8
5.0 Conclusion 8
References 10

1.0 Introduction
The global competitive market place today has shifted the way modern organizations approach human resource within the organization. The flatter organizational structure coupled by job insecurity among workers and particularly new one find it difficult to adjust to the new changes. The newly promoted staffs are ...view middle of the document...

When workers have enough skills they perform better which increases long term productivity of a company. When individual performance increases, the overall productivity of a company increases which has a direct impact on long term sustainability. This report focuses on coaching as a strategic option to increase both workers and organizational performance.
2.0 Coaching improve employee performance
Companies can use coaching to improve workplace performance since it focuses on improving job performance. Coaching can be tailored to support workers through their relevant aspect of work. Coachee can be managers or supervisors who help workers to generate new ideas of resolving challenges within their workplace. Coachee provide direct attention inform of advice to workers on their own time schedules and objectives which is different from a one of training. Coaching unlike one of training can provide continued support for personal development which has a direct impact on individual performance. This notion is supported by a study conducted by Feldman and Lankau (2015) in the UK across 1153 private companies noted that companies use coaching for three reason: support leadership development, increase organizational performance and enhance employee performance outcome. Moreover, this notion is also supported by another research conducted by CIPD Training and Development survey which argued that companies are placing increasing importance on coaching in order to improve both organizational and workers performance. Coaching enables an organization to create a fosters a learning culture which increases employee performance.
As noted by Schidlow and Siders (2014) more than 70 percent of that organization surveyed listed improvement of organizational performance and employee as the main reason for implementing coaching program. However, although many organizations believed that coaching improves employee performance, they noted that there is no formal strategy that supports coaching culture. Therefore, if organizations want to leverage the benefit of coaching, they must establish a formal strategy that support coaching culture. Coaching involves guiding and transferring new knowledge to workers in order to help them overcome new challenges. Out of all companies’ survey, only 7 percent claimed to have a line managers that support them through training to coach their team members. however, they was a worrying 48 percent of companies that indicated to be having a trained line manager as part of management coaching training program. This result shows that while more organizations are becoming aware of the importance of coaching, they do not have a formal structure that supports a learning culture (Huselid, Becker & Beatty, 2012). For coaching to be effective in terms of increase both organizational and works performance, they must be a culture that support a coaching culture. Coaching is a vital facet that support modern leadership which has a direct...

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