Abstract
While managers and supervisors may be hired for certain variety of skills sets, abilities, and knowledge, not all of these workers may be educated or trained to be workplace coaches or mentors may or may not have the tolerance and patience for such a role. However, Human Resource Management professionals in the workplace need to realize that there may be a need for coaching training and skills enhancement workshops to prepare today’s workforce managers. The key for success in this area is to conduct a need assessment for the workers and managerial staff to determine what is needed from today’s workplace coaches in terms of needed skills sets and strategies to be utilized by them to help enhance, motivate, monitor, and evaluate the human capital working for today’s organization. Next, the development and design of a coaching program can be instrumental in moving today’s managerial workforce from general coaches to more specialized coaches to help develop and today’s workforce, as well as help strengthen their own skills sets and knowledge in order to help obtain better results of organizational goals, as well as develop stronger working relationships and bonding with the workers. Equally important, today’s workers need to exert an equal amount of effort and participation in a coaching environment in order to gain better outcomes in terms of performance and efficiency. This presentation will focus on the creation of better coaching programs and evaluation of coaching relationships and outcomes.
Highlights
Most organizations conduct some form of employee performance evaluation and offer feedback to help employees realize their strengths and weaknesses
Human Resource Management professionals in the workplace need to realize that there may be a need for coaching training, mentoring skills, and skills enhancement workshops to prepare today’s workforce managers to help work with their assigned employees
One of the downfalls of having face-to-face learning is that the employee is required to be away from their assigned work area and duties to participated in required training
Summary
Most organizations conduct some form of employee performance evaluation and offer feedback to help employees realize their strengths and weaknesses. As many organizations have started to focus on the role and function of intellectual capital, as well as the creation of knowledge management, one can see a trend with various organizations in terms of creating and maintaining learning organizations to provide better training, as well as capturing lessons learned and best practices to add to the organizations’ own form of knowledge management One way that they have been able to develop their own learning organization, as noted by Senge (1990, as noted in Barrett, 1999), is to look at changing their mindset and focus on what they do well or could do better. More organizations, corporations, and educational institutions are creating these new types of specific learning communities with similar interests and practices, as well as increasing their own knowledge base and sharing some of their best practices This has opened up a common goal of various stakeholders and organizations to learn from each other and nurture more networking opportunities. Of this paper, an overview of online learning as a new form of training in today’s workplaces
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