ROLE OF HR AS A COACH
Coaching is providing feedback, usually to executives and managers, about how to reach their personal best in their organizational role. As a “coach,” the Human Resources professional is required to do everything from active listening through providing test results that highlight a manager’s strengths and weaknesses. While a business coach usually works with high potential managers, the HR coach generally works with every manager and supervisor at every level in the organization. This is what makes the Human Resources coaching role so challenging.
Traditional Approach: The traditional Human Resources coaching role focused on helping managers address issues and opportunities organizationally and provide feedback to managers about the impact of their personal and behavioral style on others. Most frequently, the HR coach asks an organizational leader to reflect on how he/she handled a particular situation. The HR coach asks hard questions and provides advice about actions that may have been more effective than the course the manager chose. Thus, the HR coach practices a blend of smart observations with frankness that will help the manager develop in his/her capacity to lead people and also personally excel.
Emerging Approach: In the new role, the HR person partners with the manager and focuses specifically on his development. One prerequisite for an HR person to succeed as a coach is to make sure that the concerned manager has bestowed his full trust so that there isn’t any hesitation during discussion. Also beyond the issue of complete confidentiality, the coaching assistance the HR executive is providing the manager must contribute more than organizational feedback to help him further develop his potential for which the HR person must possess knowledge of the organization, and the impact of the manager within that environment.
To conclude, inorder for an HR person to succeed as a effective and efficient coach he/she must be knowledgeable about surveys and other feedback instruments to provide impartial feedback to the manager and also know about and have access to a variety of resources for the manager as well. Goal setting strategies, follow-up, organization and highly advanced communication skills are necessary for the HR coach to succeed at coaching executives.
Regards,
Ramya
From India, Mumbai
Coaching is providing feedback, usually to executives and managers, about how to reach their personal best in their organizational role. As a “coach,” the Human Resources professional is required to do everything from active listening through providing test results that highlight a manager’s strengths and weaknesses. While a business coach usually works with high potential managers, the HR coach generally works with every manager and supervisor at every level in the organization. This is what makes the Human Resources coaching role so challenging.
Traditional Approach: The traditional Human Resources coaching role focused on helping managers address issues and opportunities organizationally and provide feedback to managers about the impact of their personal and behavioral style on others. Most frequently, the HR coach asks an organizational leader to reflect on how he/she handled a particular situation. The HR coach asks hard questions and provides advice about actions that may have been more effective than the course the manager chose. Thus, the HR coach practices a blend of smart observations with frankness that will help the manager develop in his/her capacity to lead people and also personally excel.
Emerging Approach: In the new role, the HR person partners with the manager and focuses specifically on his development. One prerequisite for an HR person to succeed as a coach is to make sure that the concerned manager has bestowed his full trust so that there isn’t any hesitation during discussion. Also beyond the issue of complete confidentiality, the coaching assistance the HR executive is providing the manager must contribute more than organizational feedback to help him further develop his potential for which the HR person must possess knowledge of the organization, and the impact of the manager within that environment.
To conclude, inorder for an HR person to succeed as a effective and efficient coach he/she must be knowledgeable about surveys and other feedback instruments to provide impartial feedback to the manager and also know about and have access to a variety of resources for the manager as well. Goal setting strategies, follow-up, organization and highly advanced communication skills are necessary for the HR coach to succeed at coaching executives.
Regards,
Ramya
From India, Mumbai
HR AS A COACH.
Your material is absolutely true.
The role of HRM is not to do the HR functions but to
help the line managers to perform HRM on their team. This means
the role of HR
-to be a facilitator
-to be a trainer
-to be an educator
-to be a coach
-to be a mentor
etc
--------------------------------------------------------------------------
This mean HR MANAGERS , apart from knowledge of HRM
should develop and possess skills in
-training
-coaching [ one to one ]
-analysing HR issues
-making HR decisions
-oral communication
-written communication
-presentation
-job motivation
-setting goals
etc
I have personlly seen , HR managers struggling in their jobs,
without these skills.
Often, they are treated as personnel administrators.
You need more then HR knowledge.
regards
LEO LINGHAM
From India, Mumbai
260Your material is absolutely true.
The role of HRM is not to do the HR functions but to
help the line managers to perform HRM on their team. This means
the role of HR
-to be a facilitator
-to be a trainer
-to be an educator
-to be a coach
-to be a mentor
etc
--------------------------------------------------------------------------
This mean HR MANAGERS , apart from knowledge of HRM
should develop and possess skills in
-training
-coaching [ one to one ]
-analysing HR issues
-making HR decisions
-oral communication
-written communication
-presentation
-job motivation
-setting goals
etc
I have personlly seen , HR managers struggling in their jobs,
without these skills.
Often, they are treated as personnel administrators.
You need more then HR knowledge.
regards
LEO LINGHAM
From India, Mumbai
THIS IS A NICE ONE REALLY. THE ROLE OF HR AS A COACH IS ALL THE MORE IMPORTANT IN ORDER TO PROVIDE A CLEAR GUIDANCE AND DIRECTION TO LINE PERSONNEL NAGESH :)
From India, Nellore
From India, Nellore
Hi, whilst potentially controversial, i believe the only qualities required of a coach are : asking questions, listening, and mirroring .... usually most people have the answers inside of them... the coach should enable people to find their true potential, and this is best done by assisting them in thinking aloud by asking appropriate questions, truly listening to the answers, and mirroring them, and encouraging the coachee to come up with possible options and a plan of action. As an experienced coach, this works nine times out of ten. The coachee comes up with his own solutions and is motivated to deliver. The role of the HR Manager is to create the envoronment in which potential can be unleashed... .rgds, elaine, israel
From Israel, Hod Hasharon
From Israel, Hod Hasharon
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Role of hr.zip
Changing role of HR.ppt