Human resource coaching is an essential part of improving a company’s performance. Often, these training programs enhance the competence of employees in the majority of organizations. Although the results and principles can be similar, different agencies use varying methods of human resource coaching to train their employees. Thus, human resource managers from various organizations should understand the benefits of coaching to their performances in their companies. This paper intends to discuss how human resource professionals can use coaching to improve their performance in an organization.

First, human resource professionals can use coaching to solve the challenges facing their organizations. According to Lunken (2017), the training programs teach the experts to critically think of suitable methods of implementing their organization’s strategic initiatives. This skill will help them to address various organizational challenges that were difficult for them to handle on their own (Robertson, 2017). Thus, the training of human resource professionals serves as an essential asset that will improve the performance of a human resource professional’s throughout the experts’ career.

Second, the training helps human resource experts to transform into leaders that can improve on their companies’ bottom line. Since the training will enable the experts to motivate, engage and empower their teams, the teaching serves as an essential tool for improving an organization’s bottom line. Besides, the coaching will develop the leaders’ soft skills (Lunken, 2017). These soft skills are critical in enabling the leaders to help their team members achieve their full potential. Additionally, the soft skills will enable the experts to connect with new and younger employees of the organization and nurture them into greatness. Eventually, the performance of organizations will improve if all leaders in the companies improve the bottom line of their respective departments.

Moreover, coaching enables leaders to align their leadership style with the contemporary situation. Lunken (2017) states that the training will teach the leaders to demonstrate the appropriate leadership skills according to the challenges they face. For instance, the coaching will enable the leaders to decide whether they should collaborate, ignore or engage their team member in case of an employer-employee conflict. Making the wrong decision can collapse the organization (Society for Human Resource, 2016). Since proper managerial skills are essential for businesses’ future, the managers need routine coaching to keep them competent for their positions in the companies.

Besides, human resource training programs offer the same lessons regardless of the source. For instance, the teachings from both the two chapters from “Coaching: Evoking Excellence in Others” and the sources from the Society for Human Resource Management (SHRM) teach about creativity and consistency in leadership. Precisely, SHRM advises organization leaders to be flexible and remain consistent in upholding the culture of their organizations (Society for Human Resource, 2016). Similarly, the two chapters advice leaders to be self-consistent and creative (Flaherty,  2010). Self-consistency will enable the leaders to lead by example while creativity will make them flexible. Despite the sources having different authors, they both teach organization leaders to be consistent and flexible.

Furthermore, my understanding of how coaching fits human resource remains the same as the one in class 1 post-work journal entry. Still, human resource training remains an essential tool for enabling the human resource managers to solve organizational problems, improve the company’s bottom line and modify their leadership styles to suit various challenges (Lunken, 2017). Even though other scenarios demonstrate how coaching fits human resource, the three cases remain to be the significant ones.

Coaching of human resource managers is significant in improving their performance in their organizations. The training helps the managers develop various aspects of their companies. These sectors include things such as enhancing the organization’s bottom line, addressing organizational challenges and customizing leadership skills. Regardless of the trainer, the training lessons teach the same skills to the managers. Ultimately, the managers obtain useful skills that benefit their respective organizations.