Coaching
In essence, it is very similar to mentoring. However, the latter involves conducting work activities under the supervision of an experienced professional, while coaching is individual training that allows you to develop certain skills.
Thus, a mentor is an employee who can perform certain tasks more effectively, and a coach is a specialist who helps improve work efficiency. This can be a manager or a colleague, but it is better to hire a training manager who will have skills specific to this area (for example, the ability to ask leading questions that allow the student to find a solution on their own).
Employee Development Methods
Buddying
Buddy (from English "friend", "pal") monitors the student's work in conditions of equality. With its help, the company receives objective feedback on the level of program zalo database effectiveness and on the assimilation of knowledge by employees. Buddying is used to adapt new top managers.
It is worth considering that it is much more difficult to correct the work of an intern in this case, since the "buddy" has the same rights as the student. Because of this feature, budding specialists must have a number of important skills. Feedback is formed on the basis of unbiased judgments about the problem, emphasizing the student's achievements and recommendations for improving work efficiency.
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Shadowing
Not the most common, but nevertheless an effective way of training. The trainee closely observes the work of a more experienced employee for some time, goes to negotiations with him and takes on the simplest tasks. At the same time, the student asks questions to learn more about his profession.
Shadowing is often used to prepare an employee before he or she takes up an administrative position. In addition, this method can be used to train inexperienced employees. Shadowing helps to increase the motivation of staff to master the profession and help newcomers objectively assess their skills.