The Benefits of Coaching in Human Resources Training

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Author: Future Manager Research Center

When companies show the need to increase the professional skills that reside within them, they often rely on coaching activities whose effects are clearly visible both in improving the quality of human capital and on the organizational performance of the companies themselves.

Focusing on the Human Resources department, the beating heart of a company, it is clear how useful it can be to rely on a coach (single or group), to overcome management difficulties or to make a change of direction in recruitment methods and processes.

In the end, it is a help and a psychological support, especially useful in a job such as that of HR managers who are called to cover a very varied number of tasks. Just think of the fact that those involved in personnel selection have to worry about carrying out interviews or assessments, managing the staff, planning training activities and much more. In short, whatever the HR role that an employee holds in a company, there are skills that must always be powered.

Coaching can play a fundamental role when it comes to enhancing or refining certain characteristics, the so-called soft skills: a coach can be of great help in managing stress, which often risks compromising the success of an assignment. Through coaching it is possible to acquire awareness of one’s strengths and of those aspects that could be improved, moreover it is widely demonstrated that an HR Manager who has coaching skills himself is able to be much more skilled in managing the dynamics that are part of his daily professional life: from recruitment to team empowerment.

This type of training involves the constant comparison and exchange of ideas and opinions in which the reciprocity of the relationship is the only essential component; in fact, it has the power to favor the acquisition of benefits that can even exceed the costs of the process.

In other words, the integration of theoretical support must not be characterized by a “frontal” learning path in which the coach imposes himself as the one and only holder of absolute truths, rather it is a relationship of mutual trust and mutual enrichment. Finally, coaching also helps companies improve their competitive position, maximizing benefits and minimizing costs.