NEW APPROACHES IN HRM

76 TOPIC 5 THE IMPORTANCE OF COACHING LEARNING AND E-LEARNING IN DEVELOPING TALENTS IN AN ORGANISATION, GROUP AND INDIVIDUAL ROLE Bukola ADEBUSOYE Coventry University Future Eagle Consultant Great Britain I. THE KEY ROLE OF COACHING LEARNING AND E- LEARNING IN DEVELOPING TALENT Coaching Learning and The challenges of satisfying all clients could be a main concern for e-Learning an organization, however, the adequate training will support the new transition, and this will enhance consistency and exceptional in team performance. Technology has changed tremendously over the last 30 years, but the rationales for using it to support learning remain the same. Coaching learning and eLearning for developing talents do not have a day off, or an off day! It helps save valuable time, money, offers consistency and a whole host of other benefits. In Addition, investing in training will enable the company to have an advantage over their competitors, it will increase customer’s satisfaction and sustainability. Understanding training need, and designing the appropriate learning approach for the employees, will empower innovation, and when the new skill is achieved, the business will be able to adapt to changing market demands and spot new opportunities for business growth which makes the difference between a leading- edge organization and one doomed to succumb to competition. Training is the systematic process of providing an opportunity to learn Knowledge, Skills and Attitudes (KSA) for current or future jobs. It is the agility, adaptability and knowledge of employees that will enable businesses to predict future market trends, maintain a competitive advantage and diversify their products to adapt to fast- changing customer expectations. Training role Training is an important tool that bridges the gap between the present performance and the desired performance. Moreover, well planned training and development enhance the employees’ performance. Training could be designed through different techniques which include e-Learning, Coaching, Simulation and Reverse Mentoring, CIPD (2004) recognized these four methods as