Initiate the coach-learner relationship During the first step of the coaching process, the HR/ Training Department has to initiate the coach-learner relationship. 1.1 What should the HR/ Training Department do to initiate the coach- learner relationship? The following diagram illustrates what the HR/ Training Department should do: Step 1 Notes The HR/ Training Department will usually initiate the coach-learner relationship. Who can be a Coach? Senior professional employees (e.g. Accountants, Engineers, Technicians, HR Consultants, etc.). Senior trade workers (e.g. Carpenters, Mechanics, Electricians, etc.). Identify the Coach and Senior employees from other occupations (e.g. clerical workers, etc.). the learner. Supervisors and Managers. Employees from the HR/ Training Department. Who can be a learner? New employees (including professionals and trade workers) who just completed education-type training interventions i.e. qualifications. Employees who are busy with training interventions (e.g. qualifications, skills programmes, short courses, etc.) Learners who are busy with Learnerships. Step 2 the Coach and the ‘Pair’ learner. Step 3 What aspects should the Coach and the learner be informed of during the orientation? The Coaching Policy of the organisation. The Coaching Procedure of the organisation (specifying roles and Orientate the Coach and responsibilities of Coaches and learners as well as time-frames for coaching-related activities). the learner. Coaching-related templates/ forms (i.e. what templates/ forms exist, when it should be completed, how it should be completed, where and how it should be stored, etc.). How, when and by whom coaching-related activities will be managed in the organisation.
Initiate the coach-learner relationship During the first step of the coaching process, the HR/ Training Department has to initiate the coach-learner relationship. 1.1 What should the HR/ Training Department do to initiate the coach- learner relationship? The following diagram illustrates what the HR/ Training Department should do: Step 1 Identify the Coach and the learner. Notes The HR/ Training Department will usually initiate the coach-learner relationship. Who can be a Coach? Senior professional employees (e.g. Accountants, Engineers, Technicians, HR Consultants, etc.). Senior trade workers (e.g. Carpenters, Mechanics, Electricians, etc.). Senior employees from other occupations (e.g. clerical workers, etc.). Supervisors and Managers. Employees from the HR/ Training Department. Who can be a learner? New employees (including professionals and trade workers) who just completed education-type training interventions i.e. qualifications. Employees who are busy with training interventions (e.g. qualifications, skills programmes, short courses, etc.) Learners who are busy with Learnerships. Step 2 ‘Pair’ the Coach and the learner. Step 3 Orientate the Coach and the learner. What aspects should the Coach and the learner be informed of during the orientation? The Coaching Policy of the organisation. The Coaching Procedure of the organisation (specifying roles and responsibilities of Coaches and learners as well as time-frames for coaching-related activities). Coaching-related templates/ forms (i.e. what templates/ forms exist, when it should be completed, how it should be completed, where and how it should be stored, etc.). How, when and by whom coaching-related activities will be managed in the organisation.