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HR Dirs and Coaching Short Artcles

HR Dirs and Coaching Short Artcles

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Published by John M. Read

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Published by: John M. Read on Nov 08, 2008
Copyright:Attribution Non-commercial


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Recent Conference of Top HR Directors from Fortune 500companies concludes:
“This past year’s layoffs, regardless of the causes, has created, if notescalated, employee disenchantment. Now organizations are not onlyfighting to retain talent, they are also intensifying their efforts to keep their employees engaged. Building loyalty and commitment is a critical strategyto increasing productivity and improving profitability.
A critical strategy involves instilling a talent management mindset amongleaders while building internal cultures designed to keep, engage andgrow talent. The result? Returns acceptable both to the employer and theemployee.
It’s important to explore cradle to grave initiatives that will extend theemployee life cycle. Cutting edge companies have heightened their focuson building a learning and development culture. They use mentoringprograms, supplemented by legacy planning, to protect and share theirreplaceable historical knowledge of their workforces.”
One Solution to these challenges…
Coaching and Career Management Online
Previous research has shown that relationships between employees and their immediatesupervisor are a critical determinant of retention with a company for top and middlebracket employees. Developing competency in coaching, establishing mentoringprograms and having well established career tracks for these staff can reinforce thequality of staff to manager interactions.Tools to help engage employees at this level include training in coaching, a corecompetency in the new world of work where change is the name of the game for everybusiness. In such an environment, high touch interactions between managers and their staff at every level supported by high tech facilities can solve the retention challenge.Our tools include an advanced online career management system, that we combine withsupporting workshops to teach career coaching skills to managers and supervisors. Thisway engagement to discuss career plans between employees and their managers canbe guided and structured.Coaching is used to achieve these important goals:
Creating a supportive environment in which to challenge & develop critical thinkingskills, ideas & behaviours
Designed to empower individuals to uncover potential & to identify how to achieve it
Creation of goals
Recent examples of companies using our services in this area include Marks andSpencer, Massey University in New Zealand and ANZ Bank Australia. These companiesimported our career management online program into their corporate intranet enabling

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