Cornerstone of HR Value Chain (Employee Engagement) Part - 6

In continuation to my last article on Cornerstone of HR Value Chain (Employee Engagement) Part - 5

Employee Development :-The enhancement of the skills, knowledge, and experience of employees with the purpose of improving their performance. Employee development, unlike personal development, is usually coordinated by the employing organization.We can use a variety of training methods, and is usually conducted on a planned basis, perhaps as a result of a performance appraisal. We have seen that people are promoted for their operating excellence in the middle management, here it becomes imperative that in co-ordination with learning and development team / operating managers, we plan a structure program to provide the requisite people skills before giving people's career responsibility in the hands of new managers.

Coaching :-Coaching is a method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills. A coach happens to be a friend, philosopher and guide and if the coach is from the same domain, he would be in a better position to provide tricks of the trade. There are many ways to coach, types of coaching and methods to coaching. Direction may include motivational speaking. Training may include seminars, workshops, and supervised practice.

I am not sure how many of you believe in power of LUCK. However, I do and for me LUCK is defined as LABOUR UNDER CORRECT KNOWLEDGE and Coach is a person who help guide you in this direction.

If the management team invest time and energy in developing strong coaches, it will certainly help build strong future leadership pipeline. I have witnessed some of the companies taking a lead and creating strong curricula around "Coach Protege Program" as a part of their Leadership Development efforts.
In my next post, I shall touch upon Retention Programs and shall attempt to conclude this series!

1 comment:

  1. I fully agree with the coaching approach. True engagement connects the hearts and minds of employees with the values and vision of the company. Managers have a critical role to play in making that happen, and it is not something which happens overnight. It is a two-way connection between manager and employee (or coach/mentor and protege).
    I personally believe the key here is for managers to become better man-managers (or mentors) and help employees develop.
    I think your words about 'Employee development, unlike personal development, is usually coordinated by the employing organization' is spot on. When companies invest in enterprise-wide employee development, they will very quickly see rapid increases in employee engagement. One key reason for this, is because those who don't 'believe' will soon be found out, and should ideally be found new positions where they DO believe. Non-believers sap the morale of others.