2. Coaching in Strategic HRM
Coaching involves a personalized and collaborative approach to helping employees enhance their skills,
knowledge, and performance. In the context of strategic HRM, coaching serves several purposes:
Talent Development - Strategic HRM focuses on identifying high-potential employees and coaching them to
improve their skills, aligning their growth with the organization's long-term goals.
Leadership Development -Coaching helps groom future leaders by providing one-on-one guidance and
support to build leadership competencies.
Performance Improvement- Coaching assists employees in addressing performance gaps, offering
constructive feedback, and designing action plans to enhance their contributions.
Change Management- During organizational changes, coaching can facilitate transitions and help
employees adapt to new processes or roles.
3. Coaching and performance management are intertwined in strategic
HRM:
Coaching sessions can focus on addressing performance-related challenges and developing skills
needed for achieving strategic goals.
Performance discussions can incorporate coaching elements, fostering open conversations about
strengths, weaknesses, and areas of improvement.
Coaches play a role in helping employees set performance-related goals that are in line with the
organization's strategic vision.
In essence, coaching and performance in strategic HRM work synergistically to enhance employee
capabilities, align individual efforts with organizational objectives, and drive sustained success. This
approach promotes a culture of continuous improvement, adaptability, and talent optimization
within the organization.
