Employee Coaching
Employee Coaching
To Plan, Design, Deliver, and Evaluating a Training Program
Training Program
Employee Coaching in Organization
The training program that has been selected is coaching for the employees in the organization.
Coaching in a business environment is one of the most effective training methods in which experienced or skilled individuals provide the employees with advice and guidance that helps to develop the performance and skills of the employees within the organization.
This highly individualized training method depends upon the organization’s requirements.
This particular training method effectively assists individuals and employees within the organization to prepare for new assignments and improve with the adaptive changes in the working environment.
Objectives of the Training Program
Company
Coaching the employees within the organization is to develop the organization to enhance the workers' efficiency and skills.
Planning for the better performance of the employees in the long run.
Strategic steps to achieve the successor and target realistic goals.
Develop the skills to become more proficient in the job and collaborative practice between the manager and the employee.
The ultimate aim is to develop people and improve their performances
Needs Assessment of Training Program: Coaching
Identifying the Employees
The employees who need the training in the organization need to be identified.
Underperformance and introducing new systems in the organization require specific guidance from the employees.
The employees who are underperforming and those who will be engaged with the newly introduced systems within the organization must be identified.
Performing the Gap Analysis
Performing a gap analysis involves associate the cu
ent state of the employees performance and comparing it to the desired level. The gap analysis assessment tools are the human resource records, feedbacks from the individual employees, focusing groups, surveys and questionnaires, self assessments and observations.
Identifying the Areas in which Coaching is Needed
The performance gap analysis will provide an overview of the areas where the employees require coaching. For instance, when an organization introduces a new system update, this will be necessary and practical guidance and coaching for the employees to cope with the new system update.
Assessment of the Training Options
Solution to Problem
If the employee has a performance problem, that needs to be identified for the training issue. The employee is provided with additional on-the-job training.
Cost
The cost of training is a significant factor that needs to wait in terms of importance.
Return on Investment
Return on investment shows the value of the expenditure related to coaching and development.
Assessment of the Training Options
Time Involved
The amount of time involved in building the capacity within the organization will affect the needs of the organization.
Competitiveness
They are remaining competitive for the benefit of the organization and increasing the revenue, therefore, outweighing the cost of training.
Organizational Analysis
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The organization's requirement for the particular coaching must be identified to remove the obstacles that might make the coaching less effective.
The leaders in the organization must indicate that the training is beneficial for the organization and should effectively point out the better outcomes of the activity.
The organization requires a new system update with software to enhance its performance.
Task Analysis
This is performed by collecting information from the subject matter experts and the HR representatives of the organization.
Based on the recommendations of the HR representatives, this must focus on the analysis of what should be decided and what should be the programs to satisfy the effectiveness of the coaching.
The coaching program must be contemplated for mentoring the employees on the usage of the new software that will be updated.
Person Analysis
The person analysis helps to understand the characteristics of the employees participating in the training. In addition, the employees who will be working with the new software will be provided coaching.
SMART Objectives of Coaching
SMART is a quality-control process for ensuring coaching objectives meet the following criteria:
Specific – The coaching objective focuses on specific knowledge, skill, or behavio
Measurable – You and the team members have a way to determine whether they achieved the coaching objective
Action-oriented – The coaching objective accomplishes something that will help the team members be more effective in their roles
Realistic – The team members can reasonably achieve the coaching objective
Time-bound – The coaching objective has a targeted time frame for achievement
Coaching Program for the New Software of the Organizational System
Coaching on the New System Update
The coaching will be focused on addressing the new software that has been updated. This refers to a new system within the organization that will be updated with new software. In addition, the organization’s employees need to update with the software changes within the organization.
Training Methods to be Used
The training method that needs to be used is the coaching program.
Coaching is a commonly used method of employee development that has generated positive business outcomes.
A strong coaching culture is linked to better talent and business outcomes.
Coaching will be an effective training method for guiding the use of the new software update in the organizational system.
Rationale for Coaching a New System
Coaching is only applied to some employees within the organization.
Only some individuals within the organization associated with the specific job that needs to be addressed with better outcomes are to be provided with coaching.
The individuals working with the new system must be provided with software usage coaching.
Benefits of Coaching a New System Update
Coaching on the new system update will help the organization improve the employees' efficiency to cope with the latest software and technological changes.
Coaching & Learning Curve Theory
The learning curve theory is one of the most effective learning theories. According to this theory, employees will be faster and more effective in completing a task. This can measure performance through a formula that involves an output unit, a unit of cost, and the time frame of the productivity target.
Proposed Instructors
The software experts that have been updated will be invited to provide coaching regarding using the software. The program will be held for a week.
Rationale for the Propose Instructors
The instructors are the experts and will be able to provide holistic coaching for updating the employees' ability in terms of the updated software.
Tentative Training Outline
Day 1: The process workflows will be created, including the manual steps and when to use the computer procedure.
Day 4: Special features and functions that we business can benefit from using the software will be provided to the employees.
Day 5: A lunch and a learning discussion session will be held to understand the employees’ doubts and what aspects they require.
Day 7: Assessments will be provided to understand how effectively the employees understood the fundamental aspect.
Day 8: Feedback will be asked from the employees regarding how they have contemplated the entire training program.
Creating Workflows
Steps will be followed throughout the program to understand the use of the software.
Tips Session
You are describing certain special features and functions of the software.
Lunch & Learn
Lunch and discussion about the tips on e
ors that are commonly made.
Assessment
Assessment based on the coaching provided to the employees.
Feedback
The employees are asked for feedback at the end of the coaching on new software
Training Outline
Training Materials Needed
Computers
Softwares
Computer Labs with connected LAN
Associated Softwares for coaching
Short-term Evaluation Plan
The short-term evaluation plan focuses on giving a particular project to the employees based on which the employees can be assessed.
Long-term Evaluation Plan
Long-term evaluation plans can be realized based on the adequate performance of the employees after a fixed period from the date the coaching has been provided to the employees.
Bibliography
Al Hilali, K. S., Al Mughairi, B. M., Kian, M. W., & Karim, A. M XXXXXXXXXXCoaching and mentoring. Concepts and practices in development of competencies: A theoretical perspective. International Journal of Academic Research in Accounting, Finance and Management Sciences, 10(1), 41-54.
Dai, Y. (2019, December). Coaching leadership, job motivation and employee innovation behavior. In 5th Annual International Conference on Social Science and Contemporary Humanity Development (SSCHD XXXXXXXXXXpp XXXXXXXXXXAtlantis Press.
Park, S., McLean, G. N., & Yang, B XXXXXXXXXXImpact of managerial coaching skills on employee commitment: the role of personal learning. European Journal of Training and Development, 45(8/9), XXXXXXXXXX.
Milner, J., Milner, T., & McCarthy, G XXXXXXXXXXA coaching culture definition: An industry-based perspective from managers as coaches. The Journal of Applied Behavioral Science, 56(2), XXXXXXXXXX.
Ca
ell, W. S., Ellinger, A. D., Nimon, K. F., & Kim, S XXXXXXXXXXExamining the relationships among managerial coaching, perceived organizational support, and job engagement in the US higher education context. European Journal of Training and Development, 46(5/6), XXXXXXXXXX.
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