 The Effects of Corporate Coaching ProcessZsolt Járdán ()
from Óbuda University, Keleti Faculty of Business and Management Abstract: The choice of topic was generated by my personal interest in coaching processes as well as experiences at the workplace. This interest led me to look at the problems to be solved armed with a new perspective, analyzing the experienced problematic situations afterwards. I will examine the effects the application of coaching, team coaching processes the company's life. I would like to provide insight into the issues of the current coaching situation in Hungary. I examine the innovative attitudes of employers towards employee training. The use of these tools, coaching or training? Coaching is nothing more than occasional feedback and advice on the different aspects of the performance of subordinates. Usually the direct superiors or close colleagues make provided it. In contrast, the training, when they tell the participants what to do, in the coaching they show people how to use existing knowledge. The coach sets challenging tasks, clearly outlining the expectations and following the process, gives advice, often carries out an evaluation, and encourages subordinates to prepare to step up the career ladder and include them in their own replacements. Coaching is especially useful during the brainstorming session, and then when you involve people in the process of change management. Recognizing the importance of corporate application of the coaching process in time stopping negative corporate trends. In addition to the leaders the subordinates are is also entitled to coaching, they can have a problem, which cause is difficult at work, especially if they have learned regarding the use of the local community work or training. These solutions offer the coaching team that specific work tasks through points to the secretary of the co-operation. The coaching team coaching differs from a multi-stakeholder equation puts the existing problem not only cares about the problems of leadership, but team unity and the coordination of trying to control the path to a solution. The coaching team rather than the individual team members' strengths, weaknesses deepen the collective subconscious, it just seemed similar to the team-building trainings, because there is more willingness to increase cooperation. The external or internal coaches selected the company and the employees' perspective. My assumption is that a clear relationship between the detected according to the HR point of view, motivated employees and corporate results. The research proves the hypothesis, which states that the organization's innovative development techniques, has direct impact on short-term economic and financial performance of the companies. Keywords: coaching; team coaching; human resources (search for similar items in EconPapers) Downloads: (external link) Related works: Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text Persistent link: https://EconPapers.repec.org/RePEc:pkk:meb015:249-258 Access Statistics for this chapter More chapters in Volume of Management, Enterprise and Benchmarking in the 21st century II from Óbuda University, Keleti Faculty of Business and Management Contact information at EDIRC. |
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