Running head: RESPONSE 1
Response
Institution Affiliation
Date
RESPONSE 2
I concur with you that the link between coaching and human resource development is a
significant aspect to be researched on. Due to the technological and cultural changes, the
corporations refrained from using the traditional aspects of management. Organizations have
realized that the employees can exceptionally perform, but what they required is an improvement
in their skills, knowledge, and job satisfaction. In today's competitive environment, the
organization executive leadership needs to pay attention to the leadership development programs
within their businesses. Bestowing to Starr, (2017), good leadership is crucial in increasing the
organizational revenues, engaging employees, maintaining and achieving high productivity.
Coaching is an emerging field that is somehow new to the corporate world, and it is driven by
the need of the organization to improve its competitive edge.
Indeed, profitable business requires competent, resilient, adaptable, productivity, and
agile employees and leaders. So, coaching allows the organization to discover and develop the
leaders as well as employees with this desirable characteristic. As De Haan, Grant, Burger, &
Eriksson, (2016) highlight, coaching empowers the employees to develop and nurture their self-
deterministic behavior to their work. The research has shown that employees who are able to
regulate and motivate themselves are likely not only productive but also more committed and
happier about their work. Unlike the machines which can be repaired after its parts wear,
employees require coaching, which helps them regenerate on their own and develop resilience.
MacKie (2014) argues that coaching can be facilitated by the human resource team
because of the following reasons. First, organizations widely acknowledge that human resource
capital is an essential resource in the organization, which can bring excellent returns to
organizational investment only if it managed correctly. It is because of this reason that human
resource professionals increasingly play a strategic role in placing the business in the front line.
RESPONSE 3
The human resource professionals experience to increase the employee’s productivity as well as
retention. Therefore, coaching is used as a tool for facilitating the achievement of the desired
goals. Secondly, the relationship between the coach and the client determines the success of the
coaching intervention. The human resource professionals must be in a position to cultivate trust
with their employees to have a successful coaching process.
RESPONSE 4
References
Starr, J. (2017). Brilliant Coaching 3e: How to be a brilliant coach in your workplace. Pearson
UK.
De Haan, E., Grant, A. M., Burger, Y., & Eriksson, P. O. (2016). A large-scale study of
executive and workplace coaching: The relative contributions of relationship, personality
match, and self-efficacy. Consulting Psychology Journal: Practice and Research, 68(3),
189.
MacKie, D. (2014). The effectiveness of strength-based executive coaching in enhancing full
range leadership development: A controlled study. Consulting Psychology Journal:
Practice and Research, 66(2), 118.
