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Employee coaching schemes deserve time and resources, says CIPD
HR News |
24/08/2010
Organisations seeking to encourage the professional development of their staff need to successfully align coaching initiatives with their overall business strategy, it has been suggested.
According to the Chartered Institute of Personnel and Development (CIPD), this is crucial for businesses looking to improve overall performance and raise productivity levels.
The organisation said that this complex challenge can only be achieved through a carefully implemented coaching programme, which is well supported by a thorough evaluation process.
CIPD claimed that employee coaching can be used as a highly effective tool for motivating, and ultimately retaining employees – potentially a valuable tool for HR departments looking to combat staff attrition.
However, such programmes must be successfully embedded into the very fabric of organisations over a period of time, it was argued.
Implemented effectively, such schemes can ensure a steady flow of talent moves up the organisation, equipped with the capabilities to be business decision makers, CIPD noted.
John McGurk, adviser for learning and talent at the institute, commented that coaching can be highly effective in developing and moulding talent.
"The 2010 CIPD Learning and Development survey showed that more than two-thirds of organisations questioned do not currently evaluate their coaching programmes," he added.
"Without any sort of evaluation an organisation's coaching initiatives are left vulnerable to both financial and resourcing pressures, which could be particularly dangerous in tough economic times."
Last month, the Trades Union Congress called on employers to continue investing in training schemes in order to help workers develop their skills.
Posted by Jon Aspinell
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