8600-317 Understanding Training and Coaching in the Workplace

Introduction

8600-317 Understanding Training and Coaching in the Workplace is a unit within the ILM Level 3 module that focuses on improving the capacity of the leaders within the organisation to significantly improve the performance of the employees within their areas of responsibility by providing effective training and coaching environments and practices. In the modern corporate world, organisations have both a legal and ethical responsibility to improve the employees and teams by providing platforms for continuous professional development.

This involves being able to develop approaches that conduct effective learning needs analysis to identify the role that development would take in building the capacity and techniques of the individuals. Leaders have the responsibility, therefore, of setting the desired environments within the organisational environment that aims at improving the performance of the employees, their professional capability and the improvement of their weaknesses. 8600-317 Understanding Training and Coaching in the Workplace is a unit that provides the training on building both capabilities and theoretical understanding among the leaders that is required to improve the performance of the employees.

This unit has the main purpose and aim of creating knowledge and understanding of the role that training and coaching can play in facilitating the delivery of the expected performances as a manager within the organisation. It also helps to appreciate the difference between coaching and training and the impact of each within the workplace. The unit is taught in 7 hours of guided learning and contributes 2 credit values in the completion of ILM Level 3.

Who is this unit suitable for?

The unit is crafted to furnish leaders in training, whether aspiring or currently in leadership roles, with information that enhances their capacity to deliver pertinent services to employees. Organizations bear a legal and ethical responsibility to formulate policies aimed at enhancing performance, necessitating the creation of development opportunities tailored to their context and aligning with preferred learning styles.

Leaders must proficiently engage with employees or team members to grasp their learning and training needs effectively. Hence, 8600-317, Understanding Training and Coaching in the Workplace, is tailored to cater to leaders within the organization. Specifically, it provides targeted training for first-line managers, junior managers, and team leaders, ensuring they acquire an understanding of training and coaching within the workplace, starting from the lower levels of leadership. This guidance encompasses understanding their teams and implementing effective training and coaching techniques.

Moreover, the unit is pertinent for top leaders who shape the organization’s environment and policies. It aids them in constructing structures that prioritize improvements in learning and training approaches throughout the organization.

Learning Outcomes

Upon completing this unit, learners should demonstrate the ability to:

• Articulate approaches for identifying training needs among individuals within the workplace.
• Recognize specific training techniques applicable in various contexts within the workplace.
• Describe the role that an understanding of different learning styles plays in facilitating the training process for individuals within the workplace.
• Comprehend a method for evaluating the effectiveness of training within the workplace.
• Exhibit understanding of the approaches and significance of maintaining training records within the organization or teams.
• Identify approaches for recognizing coaching needs among individuals within the workplace.
• Demonstrate understanding of effective planning for coaching individuals within the workplace.
• Identify methods for measuring the effectiveness of coaching within the workplace.

Key Learning Areas

This unit plays a crucial role in enhancing leaders’ capabilities to fulfill a key responsibility: coaching and training employees for improved performance. Key learning areas within 8600-317 encompass:

Training:

This segment is pivotal in deepening comprehension of training principles in the workplace. It aids in identifying approaches to assess training needs and crafting applicable training techniques within the organizational context. Leaders are guided to evaluate learning styles within the organization and understand the implications of designing effective training. The area further fosters an understanding of pertinent feedback techniques and methods for evaluating their efficacy in their areas of responsibility. Emphasis is also placed on appreciating recording systems in training approaches to ensure continuous enhancement and improvement.

Coaching:

This learning area cultivates an understanding of coaching approaches within organizations. While coaching and training share common goals, leaders need to discern the differences between the two and the contexts where each approach proves effective. This distinction is elucidated within these learning domains. The focus is on delivering relevant coaching techniques in the workplace, establishing systems for receiving feedback during coaching, and developing techniques to enhance the acquisition of feedback from individuals within the workplace. This comprehensive approach enhances the efficiency of coaching strategies and techniques.

An Assessment

Upon concluding the unit, leaders undergo an assessment to gauge their proficiency in the content covered. The formative assessment incorporates supervised practice and simulations, evaluating learners’ ability to apply acquired knowledge and skills. Additionally, a written assessment is employed to appraise the attainment of learning goals and objectives upon completing the unit.

Journals

• The International Journal of Human Resource Management (2023, Vol. 34, No. 10, pp. 1722-1746)
• The European Journal of Work and Organizational Psychology (2023, Vol. 26, No. 3, pp. 512-534)
• The Journal of Occupational and Organizational Psychology (2023, Vol. 96, No. 2, pp. 443-467)
• Human Resource Management Journal (2023, Vol. 33, No. 2, pp. 419-442)
• Personnel Review (2023, Vol. 52, No. 3, pp. 632-656)

FAQ

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