NEW APPROACHES IN HRM

84 in motivating employees to support the current strategy at every level such as forming communities to address wellbeing, innovation and sustainability to produce a high performance work environment (Department of Trade and Industry in Association with CIPD, 2005). Drivers to gain knowledge As learning is the key factor to success, so most learning is undertaken within a cluster of ideas or experiences, or as the result of the gap in service. Coaching learning and eLearning has been identified as the drivers to gain knowledge on effective organizational communication in management; serve as a measure to gain knowledge on effective organizational communication in management and key that facilitate employees to understand how to build strong bonds within teams and work effectively with other managers. Therefore, there is no single all-encompassing theory of learning upon which to base coach development. Regardless of having assumptions about learning, and views of how people learn built in, approaches to coach learning remain largely uninformed explicitly by learning theory. Consequently, training strategies will reduce managers challenges in managing employees, yield customer satisfaction and will enable the reduction of employee turnover (CIPD, 2019). Reflection is identified consistently in the coaching and related literature to support experiential learning. Reflection has research evidence from coaching and other domains of its efficacy, but not linking directly to coach effectiveness. The research suggests that time and space is required within a learning program to develop reflective skills, otherwise these are likely to be superficial and uncritical. To achieve the aims of the training program, three different training methods is highly recommended by industry’s best practice for delivering the program, which include: e-Learning, Coaching, Simulation and Reverse Mentoring (CIPD, 2015). II. DOES COACHING LEARNING AND E-LEARNING ALWAYS LEAD TO AN APPLICATION OF NEW SKILLS AND BEHAVIOR? The accomplishment or downfall of contemporary corporate companies depend on the value of their human resources and well-