NEW APPROACHES IN HRM

78 Some advantages of this training method include the ease and flexibility for trainees to learn at their convenience and pace with availability of different resources to learn from (Thinh, 2016). In the case of this proposal, the content of the digital platform should include topics focused on leadership and management communication which also incorporates the strategic objectives and values of organization to meet their goals. Despite the benefits of e-learning, Arkorful and Abaidoo (2014) said it could be argued that the absence of physical interaction between a trainer and trainee can influence the outcomes of learning as well as the control from trainees on how they learn. Coaching and Reverse According to CIPD (2018) coaching has been seen to enhance Mentoring performance and learning of trainees as support is given by the coach to ensure acquired KSA’s are developed, supervised, and supported for best practice. This method of training is key to the proposed L&D strategy as a majority of the ‘skills essential for effective leadership is learned from experience rather than formal learning programs’ (Yukl, George and Jones, 2010). Hence, a formal coaching method from an external coach and informal coaching or mentoring from senior managers will be used for new managers. Reverse mentoring will also be recommended as trainees can share knowledge gained from training to senior managers which could help them feel a sense of achievement from the training provided (Murphy, 2012). Reverse mentoring and coaching are paramount to overcome limitations from e-learning and simulation that does not include physical interaction, and this will help trainees be open about the issues they are facing on a personal and professional level. However, challenges from huge investments in coaching and lack of transparency in coaching or mentoring conversations could be a barrier (Blanchard & Thacker, 2013). Therefore, it is important for organization to assess the training need and provide training programs for its employees to enhance their abilities and competencies that are needed at the workplace, (Steward and Cureton, 2016). Training not only develops the capabilities of the employee but sharpen their thinking ability and creativity to take better decision in time and in more productive manner (David, 2006). Moreover (Karla Gutierrez, 2017) Training