Thursday 23 March 2017

All about Executive Coaching

There can be several reasons for an individual to seek coaching. In general terms, coaching can be defined as a situation wherein a client looks forward to an experienced person to help him through support, learning and guidance.

You can find a coach for each of your needs like to get over the dilemma related to career, technical problems or for training requirements. Somewhat similar yet distinct is the job of an executive coach. He is supposed to provide clarity to people employed in an organization. An executive coaching can be of great help in building leadership qualities in an individual. This is why you can also call it as leadership coaching as well!

Definition of Executive Coaching

This term is often used to explain the professional relation between a client and a trained coach. The goal of the coach is to improve the management performance and leadership qualities of the client. It helps an organization to increase the productivity of the employee and allow him to achieve short and long-term objectives and goals.

This coaching can be carried out through group interactions, one-on-one interactions or through collected data too. It can range from a minimum of 8 hours to 60 hours of coaching sessions. These sessions are distributed at reasonable intervals to keep track of its impact upon the employees.

Who can look to Attain Leadership Coaching?
1. People who feel trapped and want to search a way of moving forward in the organization! However, there is no one capable of having a confidential conversation with, in there.
2. Those who want to do something unusual or different. But they are not able to make out what that different thing could be!
3. People, who find themselves more productive and don’t realise the level of exposure available awaits them.

Why Should An Organization Or Individual Opt For Leadership Coaching?

Increase the potential of the employees.
Inculcate effective leadership skill, style or manner.
Improve the communication skills of employees.
Develop networking skills and presentation.
Fasten the personal development of individuals.
Bring out hidden qualities and recognize the superstar workers.
Make them realise the importance of development.
Help them make better decisions.
Enhance the self-confidence and encourage employees.
Help them manage their personal conflicts.
Encourage the employees in meeting their expectations.

Many times employees are not able to find guidance from within the organization people. However, their level of comfort with someone from the outer world is entirely different. Executive coaching in UScan be seen as an opportunity for the employees in this situation.

Also, it is very important that the organizations spend time upon selecting a good coach for their employees. He should be able to understand the needs and issues pertaining to their work culture. The task of a leadership coach is much different than other types of coaching practices.

A lot of companies have started emphasising upon the overall growth of their employees because they believe that both organizational development and growth of the employee go hand in hand. Hence, the importance of coaching cannot be neglected. 

Wednesday 8 March 2017

The Job Analysis Process and Its Chief Advantages

Securing a job is tough as an employee, but selecting the right candidate amidst hundreds of candidates is even tougher. Employers have to screen the candidates and perform job analysis for getting quality workers and future employees.

Job analysis is a procedure wherein you make judgments about all the data that has been collected for a particular job. It is conducted to identify and examine specific job duties and their main prerequisites. Job analysis process has various benefits for both the job analyst and the organizations so as to develop tactical decisions.

Let us consider some of the various advantages while doing job analysis:

Correct factual information: The job analysis process helps to obtain all job-related details like the actual tasks, primary responsibilities, job risks and other hazards. It also provides information about the required skills to execute the job in a perfect manner.

Creating job-related requirements: Writing the exact job description is one of the consequences of the job analysis process. This can assist people to know the job requisites and know whether they qualify for the job. 

Hiring procedure: Job analysis speeds up the hiring process. Many employers find it hard to recruit a suitable candidate. With a job analyst at their side, it can be easy to develop and establish successful hiring practices.

Assessment and appraisal procedure: Job analysis can aid managers and employers to obtain the right kind of tools and software for doing appraisal evaluation. Evaluating employee performance history and comparing that ratio with desired output ratio can be done faster by job analysis process. Managers find it very useful to study the skill gaps (if any) and award promotions to the right employees. 

Deliver best training resources: Human resource department panel of job analysts are given the responsibility of team building and delivering appropriate training to the employees. This training is done to improve on the productivity ratio of all the employees. 

Compensation package for jobs: A job analysis process ideally helps employers and HRD managers to determine the suitable compensation package, sundry benefits, and payments. This is decided on the basis of employee responsibility and risk factors involved in specific jobs. 

A job analyst shoulders huge responsibility such as providing competent and professionally qualified employees or group of workers for the success of the organization. Job analysis process ensures that future employees go through proper selection procedures and are 100% certified for their jobs. A job analyst also establishes and documents several complex job-related operations like providing training, giving compensation, selecting new employees and offering promotion based on performance appraisal.

Job Analysis Procedure or Methods:
The data is collected by job analysts from HR department 

The data may also be collected by managers, office bosses or main employees

Complicated job analysis are also handled by engineers and technical advisors 

The above-mentioned points can help you understand the main benefits of conducting job analysis practice. Human resource department management team plays a major role in shaping the vision of a company and its future development plans.