Coaching in Small Organisation Essay

SKILL DEVELOPMENT PAPER


Introduction

HRM practices are very important to modern organizations irregardless of size and nature of operation. Although the practice has evolved from the archaic personnel to modern HR practices, the generic processes have remained the same with emphasis on the value addition to the existing frameworks.

In today’s operating environment, the ability to compete effectively is key to all organizations, irregardless of the size and operating environment. This has been necessitated by the increased levels of competition as well as globalization which have brought to light many competitors with varied strategies and plans. Although the application of HR practices in small organizations is relatively informal, the practices are known to bring efficiency and economic use of resources if applied well.

In the HRM context, the number of employees is used to describe the size of the company firm. In this context, it is the number of employees that is used to describe the size of a company irregardless of other structures. Therefore, the definition of a firm in terms of size is described as a complex affair generating many definitions. According to Wiesner and McDonald (2001), a small firm is one that employs between 20 and 99 employees, while medium to large firms employ over 100 workers.



1.2 THE PROBLEM

Human Resource management is an emerging practice that is struggling to achieve its strategic position in the business world (Kaman et al., 2001).This is explained by the many studies that have been done to justify the need to transform the practice from personnel to strategic HRM and the need for the practice to stand as a strategic partner in the management of businesses today. The importance of coaching draws its strength in the strategic direction of operations. In order for an organization to achieve its set objectives, it is imperative that it equips all the employees with the requisite skills and techniques that are...