HR ManagerCoordinate and condition the development
HRM connects, creates and invests
Everyone is primarily responsible for their own development. There is an important task for the manager to coordinate and condition the development of an employee. Sometimes an HR Manager has finished this role, but because more information is usually desired, an HR manager as a personal coach often turns out not to be an ideal construction. There must be more than a click, objectives must also match and the coaching style must match the type of employee.
part of the HR manager
Everyone is primarily responsible for their own development. Supervising and conditioning the development of an employee has an important task for the manager.
Sometimes an HR manager takes up this role, but because more independent reflection is usually desired, an HR manager as a personal coach often turns out not to be an ideal construction. There must be more than a click, objectives must also match and the coaching style must match the type of employee.
The main precondition for a successful coaching process is trust. You will only see the results of coaching when someone has 100 percent confidence in their conversation partner and feels safe. By using an external party, an employee does not run the risk that his information will leak out or that this will unexpectedly return like a boomerang in an assessment interview.
In the eyes of the employee, a coach will always wear two hats in the eyes of the employee. It is therefore inadvisable to carry out a professional coaching process as an HR manager. The advantage of external guidance is that an employee will feel more free to raise the issues that concern him.
“It was great having you managing the team and besides lookafter whilst I was on Maternity Leave, you rocked it, the team enjoyed working with you and you even improved my team and processes!”
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