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The effective practise of managers as coaches can have a positive impact on the performance and development of employees, and provide an organisation with a significant competitive edge. The implementation of manager-coaches in South African organisations is slowly gaining traction, and this study examines this approach in a large financial institution. The primary objective of this research was to identify the roles and skills needed by line managers to become successful performance coaches, as well as the key benefits to the organisation as a whole. Descriptive, qualitative methodology was selected to conduct this study. The population sample was drawn from a large financial services organisation, with approximately 45 000 employees across Africa. The research participants are all line managers working in different business areas, with varying years of experience. A research questionnaire was used to conduct face-to-face, semi structured interviews with respondents. Data collected was then transcribed and analysed by means of content and thematic analysis. The interviews confirmed that the line managers understood performance coaching as a process to address and close the performance gaps of their employees. Some managers equated performance coaching to performance management or mentoring. The manager-coaches identified their primary roles as: to enable performance, motivate and inspire, and provide support. The key skills required were highlighted as communication; listening; interpersonal skills; emotional intelligence; empathy; questioning skills, and goal setting. It emerged that good performers are coached less frequently than poor performers. Some managers have a set frequency such as monthly or weekly, whilst others use it as required, in line with their normal leadership style. This finding is considered to be very important to answer the research question: if managers were conducting performance coaching informally and in an ad hoc fashion, did they believe in the benefits and did they see this as a priority in developing their staff?

Scholars have largely overlooked philosopher Soren Kierkegaard’s thoughts on occupational, vocational, and work topics, although he did concern himself with occupational topics. This theoretical piece explores Kierkegaard’s concept of “leveling” (Nivelleringen), connecting it to human resource development (HRD) and organizational socialization processes, which are often conducted by HRD departments. Organizational socialization is important as it provides newcomers with functional and cultural information. Similar to the concept of leveling, however, organizational socialization can provide employees with taken-for-granted socially constructed definitions of the self. This article proposes expanding edification and capability for individuals in the workplace via Kierkegaardian indirect communication in HRD and organizational socialization practices.

SAMMANFATTNING Titel: Fyra timmar för att omvandla en negativ person till en positiv? – Anställdas upplevelser av utbildning i medarbetarutveckling.   Nivå: C-uppsats i ämnet företagsekonomi   Författare: Maria Johansson & Hanna Öberg   Handledare: Per-Arne Wikström   Datum: 2011 – Maj   Syfte: Projektet ”Kompetensutveckling för varslade i Gävleborg” är ingången till denna uppsats. Det är ett projekt som ägdes av Region Gävleborg och skapades för ”att samordna samhällets insatser för att motverka de negativa följderna av höstens snabba konjunkturnedgång” och målgruppen var företag där det fanns risk för varsel eller där man hade varslat personal. Det fanns ett behov av 11 000 utbildningsplatser i de 144 företag som deltog. Vårt syfte är att beskriva samt utvärdera hur anställda på Eco-log upplever utbildningen i medarbetarutveckling och hur den påverkat deras arbetssituation.    Metod: Vi har arbetat utifrån ett kvalitativt angreppssätt och har samlat in data genom ett induktivt arbetssätt. Informationen som samlats in utgör grunden för analysen och slutsatsen. Empirin är insamlad i form av sex personliga intervjuer, en med platschefen och fem med medarbetare på ett företag som deltog i projektet. Valet av teorier grundas på teman som utkristalliserades under de intervjuer vi genomfört som vi anser visades samt syftet med utbildningen.   Resultat & slutsats: Resultatet av utbildningen i medarbetarutveckling är att de medarbetare vi intervjuat är nu mer medvetna om den positiva feedbackens betydelse. Trots att utbildningen var kort har det ökat anställdas medvetenhet av vikten av kommunikation och feedback.   Förslag till fortsatt forskning: Ett förslag till fortsatt forskning är att resultatet från denna studie kan användas som en grund för en kvantitativ studie på företaget. Man skulle kunna formulera frågor i en enkät utifrån denna studie.  I den kvantitativa studien skulle man dels kunna undersöka behovet av sådana här utbildningar samt om företagsledare anser att personalen behöver lära sig så kallade mjuka värden. Ett annat förslag är att utöka utvärderingen med andra företag och jämföra anställdas upplevelser mellan företagen.   Uppsatsens bidrag: Uppsatsens bidrag är att vi beskriver medarbetares upplevelser av en relativt kort utbildning men som syftar till att utveckla de så kallade mjuka värdena hos medarbetare. Vårt bidrag är att vi beskriver att korta utbildningar kan ge effekt. Trots att utbildningen var kort fick medarbetarna upp ögonen och blev medvetna om att kommunikation och feedback är viktigt. Uppsatsen kan vara ett stöd för företag och projekt som ska kompetensutveckla och kan ge viktigt information.   Nyckelord: Feedback, kommunikation, förändring, företagskultur samt medarbetarutveckling. / ABSTRACT Title: Four hours to transform a negative person to a positive? – Employees’ experiences of education in employee development.   Level: Bachelor thesis in Business Administration   Author: Maria Johansson and Hanna Öberg   Supervisor: Per-Arne Wikström   Date: 2011 – May   Aim: The project ”Kompetensutveckling för varslade i Gävleborg” is the input of this essay. It´s a project owned by Region Gävleborg and was created to “coordinate society’s efforts to counter the negative effects of autumn’s rapid recession”. The target group was companies where there was a risk of notice or which had given notice to employees. There was a need for 11 000 education places of the 144 companies that participated. Our purpose is to describe and evaluate how employees at Eco-log experience the education in employee development and how it affected their work situation.   Method: We have worked from a qualitative approach and we have collected data through an inductive approach. The collected information provides the basis for the analysis and conclusion. The empirical data is collected in the form of six interviews, one with the site manager and five with the employees at a company involved in the project. The choice of theories is based on the themes that we believed emerged during the interviews we conducted and the purpose of the education.   Result & Conclusions: The result of the education in employee development is that the employees we interviewed are now more aware of the significance of positive feedback. Although the education was short, it has increased employees awareness of the importance of communication and feedback.   Suggestions for future research: A suggestion to continuing research is that the results from this study can be used as a basis for a quantitative study on the company. You can also formulate questions in a survey based on this study. In the quantitative study you could not only examine the need for this kind of education but also if business leaders believe that employees need to learn so-called soft values. Another suggestion is to extend the evaluation with other companies and compare the experiences of employees between companies.   Contribution of the thesis: The contribution of this essay is that we are describing employees’ experiences of a relatively short education but aimed at developing the so-called soft values among employees. Ours contribution is that we have described that short education can have an effect. Although the education was short the employees had their eyes opened and became aware that communication and feedback are important. The essay can be a support for companies and project that will develop the skills and get important information.   Key words: Feedback, communication, change, corporate culture and employee development.

Nowadays, there is a major issue that increasing demand for employees learning and development: technological development. Technological development pushes employees to learn more and companies to offer development programs to their employees. There is always a need for employees to learn new skills, norms and values and develop the personal mastery. Organizations, on the other hand, should empower and encourage employee to develop and to perform a task. The purpose of this study is to identify and investigate the factors, which motivate employees for attending voluntary technical trainings, and to understand to what extent the managers affect employees’ willingness to participate in non-mandatory technical trainings in High-tech MNCs in Sweden. What motivates employees to attend non-mandatory technical development programs and trainings on products in High-tech companies in Sweden? To what extent does manager affect employees’ willingness to attend voluntary technical trainings? A mixed method is used in this research, which is a combination of both qualitative and quantitative methods. Seven semi-structured face-to-face Interviews were conducted with both senior managers and employees in studied companies. Survey was conducted online and sent to employees in four high-tech companies in Västmanland, Sweden. Conclusion: There are different motivations for employees to attend voluntary technical trainings in Sweden such as desire to stay updated with the technologies, self-fulfillment and interaction with others. Managers play a more supporting rather than supervisory role in the whole process of employees learning.

In this thesis the attention is given to selected aspects of employee development in the international organization operating in the steel industry, which has a branch in Slovakia. The theoretical part explains the various theoretical concepts that bind to this topic (for example. Human resources, human resources management, competencies), as well as individual learning concepts which are creating a platform for employee development and also the different phases development and training in organization. This topic is very up-to-date in the light of increasing demand for staff across the whole spectrum of professions. The empirical part is directed to clarify the course of development in international organizations, where great importance emphasis is placed on language learning (especially English) and training in the field of management training, particularly to develop the presentation skills. In this part of the research results indicate that individual groups of employees are after completing the course improving the level of English language at the required level, as well as valuation of the self level of presentation skills. Keywords: Employee development, learning, foreign language skills, presentation skills

The master's thesis is about succession planning in the organization. The theoretical part is focused on defining basic principles of succession planning and describes related areas of personal work. Then it discusses the influence and importance of succession planning and its implementation in the organization. The next part of the thesis provides information about approach to succession planning of companies in the Czech Republic based on questionnaire research. The practical part of the thesis introduces Kooperativa pojišťovna a.s. and analyses its system of succession planning. The thesis suggests opportunities for improvement of this system based on theoretical findings and approaches of other companies.

This master´s thesis is focused motivation and satisfaction of employees. The theoretical part focuses on defining the basic concepts of motivation, satisfaction and education. I describe the theory of motivation or the factors of work satisfaction. As education is planned and what is its implementation, defining the concept of learning and total characteristics of employee motivation. In the practical part I characterize a particular company. I also focus on the current motivation of employees. Based on a questionnaire survey, I analyse the current situation, draw conclusions from it and suggest the necessary measures that could be beneficial to both the company and the employees.

Denna kandidatuppsats inom pedagogik är en studie om personalutveckling i samband medpersonalomsättning. Personalomsättning är något som är förknippat med arbetsplatser medstress och högt tempo vilket öppnar för frågan hur lärande går till i en sådan miljö. Dåtidigare forskning och litteratur är sparsam kring detta ämne fokuserar studien på att ge enövergripande bild av de villkor och utvecklingsmöjligheter som finns i denna form av miljö. Metoden för denna studie har varit en kvalitativ undersökning baserad på intervjuer. Depersoner som har blivit intervjuade är en blandning av gruppchefer, HR-personal ochverksamhetschefer som bidrar med en inblick i hur deras organisationer hanterarpersonalutveckling i samband med en högre personalomsättning. Respondenternas svar harsedan studerats utifrån forskning och litteratur om hur vuxna individer lär sig nya kunskaperoch färdigheter. Resultaten av studien visar att dessa organisationer har ett stort fokus på introduktionen ochutvecklingen av nyanställda. Organisationerna förlitar sig också på att medarbetare ska läraav varandra när de ersätter någon som har slutat. Analysen av organisationernasomständigheter visar en möjlighet för lärande organisationer som kan erbjuda denkontinuerliga utveckling som organisationerna behöver för att hantera kunskapsluckorna eftertidigare personal. Slutsatserna i studien är att det fortfarande finns möjligheter till personalutveckling i en miljömed hög personalomsättning men att denna utveckling inte är optimal. Fortsatt forskninginom ämnet skulle dock kunna bidra med metoder och perspektiv som skulle vara till hjälpför att anpassa ett mer effektivt sätt att främja kunskapen hos medarbetare ochorganisationerna själva. / This bachelor degree student thesis is a study about employee turnover in connection toemployee development. Employee turnover is closely connected to workplaces with a highlevel of stress and high tempo, which raises the question how learning takes place in such anenvironment. Since previous research and literature is lacking in this subject, this study willbe focusing on providing an universal description of the reality and possibilities for learningin this kind of environment. The method for this study has been a qualitative inquiry based on interviews. The people whohave been interviewed are a mixture of group leaders, HR staff and operations managers whoprovide insight into how their organizations manage employee development in connection toa high employee turnover. Their answers have then been studied based on basic research andliterature of employee development. The results of the study shows that these organizations have a strong focus on theintroduction and development of new employees. The organizations also rely on employeeslearning from each other when they are going to replace someone who's quit. The analysis ofthe situation in the organizations show a possibility for adopting a learning organizationmindset which could offer the stable development that the organizations require to managethe gap in knowledge left by former staff. The conclusion of the study is that there exists possibilities for employee development in anenvironment with high employee turnover but it is not optimal. Continued research in thisfield could provide methods and perspectives which would be helpful in adapting a moreefficient way of fostering the knowledge of the employees and organizations.

This study examines the development of academic talent in higher education from a social exchange and organisation support perspective. More specifically the study investigates to what extent a quality leader-member exchange relationship between a chair of department and an academic staff member contributes to the perceived development of academic talent in higher education. The leader-member exchange theory was applied in this study to examine the influence of the quality of the relationship between an academic leader and a follower on supervisory support for development as well as its ultimate effect on perceptions of organisation investment in employee development. Insight into the said quality and the effect of this relationship would provide greater clarity to leaders about the development of academic talent in higher education. The study employed a mixed-method approach that combined quantitative and qualitative data collection. Quantitative data was collected from participants (members of academic staff as followers) through an online survey, and qualitative data was collected from leaders (chairs of academic departments as developers of academic staff) through conducting one-on-one interviews. In addition, a theoretical model of the hypothesised relationships between leaders and followers was tested using path analysis. The study found new evidence of the ways in which relationship resources embodied in the leader-member exchange relationship between supervisors (leaders) and employees (followers) influenced employee perceptions of both supervisory and organisation support for development. The results also demonstrated how leadermember exchange theory, combined with theoretical work on organisation support, helped to explain and understand the critical role of supervisors in developing academic staff. This study suggests that leader-member exchange theory could be used as an appropriate leadership theory for application in the development of academic talent in higher education. In addition specific development practices for a chair of department in their roles as developers were also presented. / Thesis (PhD)--University of Pretoria, 2014. / lk2014 / Human Resource Management / PhD / unrestricted