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Learning, Coaching, Development - Essay Example

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Title: Learning, Coaching, Development Table of Contents Table of Contents 1 1.Introduction: 1 2.Identification of Training and Development Needs: 2 2.1.Basic Skills and Competencies for Call Canter Work: 3 2.2.The Case of Endeavour: 4 3.Design of Training and Development Intervention: 4 3.1.Different Stages of Training Cycle: 5 3.2.Training Intervention Planned for Endeavour: 6 4.Delivery of Training and Development Intervention: 7 4.1.The Training Method: 7 5.Evaluation of the Training and Development Intervention: 9 6.Conclusion and Recommendations: 10 References 11 1…
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Learning, Coaching, Development
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Download file to see previous pages Thus the training program would be differently focused as now teaching, helping, guiding, and developing the employees would be given attention such that the multi channel strategy can successfully be implemented. Employee development is an essential aspect of any business organization that is carried out by the Human Resources Team of the organization. Development and hence training is essential as it helps the employees to improve upon their skills and effectiveness (Werner and DeSimone 2011). Individual learning and development have always proved to be beneficial for organizational employees who become more committed, responsible, and motivated to their tasks followed by such training program. Organizations thus find it an essential part of the HRM processes to include training processes, particularly focused on learning and coaching, for development of employees (Park 2007). Based on the case study and the need for the organization to develop its employees towards the use and implementation of multiple channel communication for their business, a four weeks training program will be developed, along with discussion of the different stages of the training cycle, and the impact of learning and coaching on development of employees. 2. Identification of Training and Development Needs: When training and development is considered within an organization, there are individual roles and responsibilities of the organizational managers, the professionals of the HR team, and the employees (Jackson, Schuler and Werner 2011). The basic roles and responsibilities can be outlined as follows: Managers need to understand the developmental needs of the employees and cooperate with the HR team to implement the necessary training measures. They need to encourage the participation of the employees in the program and offer the learning and coaching techniques to them thereby participating and giving effort in the program (Jackson, Schuler and Werner 2011). The HR professionals need to coordinate with the managers and determine the employee needs for development. Accordingly, the training program needs to be planned and implemented followed by evaluation. To communicate with the employees, and administer the program involving complete participation of the employees, are the responsibilities of the HR team (Jackson, Schuler and Werner 2011). The role of the employees is to understand the organizational objectives, and hence realize the need for their development of skills and effectiveness. Based on their understanding they need to cooperate with both the managers and the HR team to successfully implement the training program. The learning and coaching offered to them by their managers and HR team need to be considered as opportunities for them to enhance their positive skills (Jackson, Schuler and Werner 2011). 2.1. Basic Skills and Competencies for Call Canter Work: Call centers have emerged to be significant development for organization of white-collar works. Several businesses are now outsourcing their works and call center proves to be a major development ...Download file to see next pagesRead More
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