Developing and evaluating a strength-based coaching skills training programme for human resource practitioners at a tertiary institution

Abstract

Several changes have taken place in the science of human resource management. Due to this situation, Human Resource (HR) practitioners are expected to manage change and facilitate the processes employees undergo. The mentioned practitioners are usually at the forefront of implementing these changes. Thus, they must ensure such changes are communicated to the different stakeholders, namely their clients to whom the organisation provide a service (Ulrich, 2008). In light of the mentioned changes, HR practitioners must stay abreast of recent developments in the market and work place. Thereby, they ensure HR functions are relevant to their work environment and will be implemented effectively and efficiently to serve the organisation as a whole (Ulrich, 2008). The main aim of the present study was to develop and evaluate a strength-based training programme that transfers coaching skills to HR practitioners within a tertiary institution. The study was undertaken based on two research articles. The first article explores the development of coaching skills in a training programme from a strength-based perspective for HR practitioners of a selected institution for higher education. The results for this article indicated two phases, namely: 1) conceptualising the themes that should be included in a strength-based training programme for HR practitioners; and 2) developing the content and methodology of such a programme. The research approach for this article entailed a theoretical design which focused on themes identified from literature. This was accompanied by a literature review, as a systematic approach that focused mainly on particular theories that could inform the present study. In Article 2 the research was based on a qualitative design, as explained a qualitative research design has allowed the researcher to release the natural settings about the specific impediments within the research environment. The main findings for Article 1 showed that training HR practitioners in strength-based coaching skills, has helped them identify their own main character strengths and how to apply these strengths within the workplace. This would enable these HR professionals to function effectively and efficiently and facilitate change within their organisation. Furthermore, the HR professionals discovered how they can impart knowledge to new entrants to the field as well as work proactively within a team to help achieve the organisation’s goals. Article 2 of this study evaluates the mentioned training programme on coaching skills for HR practitioners. The aim of the study was to evaluate this training programme from a strength-based perspective among such a group of practitioners. This study utilised a qualitative research design, where purposive and key-informant sampling methods were used to select a group of ten participants. The participants attended a workshop after which their experiences of the training were captured through focus group discussions. Afterwards work books were distributed to help HR practitioners practice and inculcate the training on character strengths. The findings from Article 2 mainly indicated that the participants were able to improve interpersonal relations and became more aware of their own character strengths. In addition, they showed increased self-acceptance and self-confidence when applying these strengths within the work environment. Through these findings, the present study contributes to the function of HR practitioners. This is done by providing a training programme to facilitate strength-based coaching skills and equip HR practitioners allowing them to function optimally in their profession. The limitations of the study are noted, and recommendations made for future research in this field.